It is important to understand the difference between recruitment and selection. Recruitment refers to the process of seeking potential applicants and then inviting them to apply for a current or anticipated vacancy. Selection is the process of hiring employees from shortlisted applicants and offering them a position with the organization. Show The success of any organization depends on its employees. If an employee is well suited for their job, the entire organization can benefit from their unbeatable success. Recruitment and selection help organizations choose the right candidates for the right positions. Therefore, it is important to understand the difference between recruitment and selection to reduce any losses for an organization. What is recruitment? This is only one step in the process of employment, however, it is a long process that involves a number of tasks, beginning with an analysis of job requirements and ending with the appointment of the employee. Specific tasks in the process of recruitment include.
Recruitment activities are typically conducted by HR professionals, either internally or externally. Internal recruiting sources include promotions, transfers, employees who have left, contacts or references, former employees, retired employees, etc. External recruitment sources include recruitment through advertisements, campus recruitment, recruitment through employee exchanges, third party recruitment, internet recruitment, unsolicited applicants, etc. What is selection? The term "selection" is associated with the connotation of putting the right person in the right job. Selection is the process of using various strategies to help recruiters decide which applicant is the best fit for the job. Some activities include:
The selection process is a largely time-consuming step in hiring an employee. Recruiters must carefully determine each candidate's suitability for the job, taking care not to overlook important factors such as educational attainment, background, age, etc. Main differences To thoroughly understand the difference between recruitment and selection, there are a few points to keep in mind.
Understanding the difference between recruitment and selection will ensure that your organization has a strong and successful workforce Recognizing the importance of these two distinct phases - the first being proper scouting and advertising to attract the right candidates, and the second being effective methods to narrow down the applicant pool to an ideal candidate - will ultimately be what improves your company's onboarding process. And with a strong and effective onboarding process, you'll be able to build a workforce where every individual is perfectly aligned with your company's goals for success. Find Out More Interesting Details... Causes for a Poor Recruitment
To ensure objectivity throughout the hiring process, you may want to consider forming a selection panel and/or using a selection matrix. Selection PanelA selection panel is a team of members committed to interviewing and selecting a person for a position. The selection panel process is beneficial because it provides varying perspectives, helps to eliminate biases, and benefits the department by involving employees and customers in the hiring decision. How to Form a Selection PanelYou should start by choosing whom you want to serve on the panel—it is best to do this shortly on or after the position is posted. The panel should consist of a minimum of three members who represent external and internal customers, a cross-section of the department, and a variety of positions. At least one member of the panel should be thoroughly familiar with the knowledge, skills, and abilities required to perform the functions of the position and with the work environment of the position. You may also want to consider asking a Strategic Workforce Solutions (SWS) HR Consultant to serve on the panel. For assistance with the development, organization, and facilitation of selection panels, you may also call your SWS HR Consultant at 512-475-7200. The five qualities that describe the most effective search committees are Ownership, Engagement, Trust, Role Familiarity, and Diversity. The committee should openly and honestly discuss how to deal with bias during the hiring process, and practice empathy and open-mindedness. Responsibilities of Panel MembersAll panel members will conduct interviews as a team and recommend the top candidates for the position. Each panel member must make a commitment to understand and follow selection process policies and procedures and abide by Equal Employment Opportunity and Affirmative Action guidelines. Prior to interviews, you may also invite your panel members to review applications, gain consensus on who should be interviewed, and compose the interview questions. How to Keep Your Selection Panel on TrackSelection panel tasks vary depending on whether the panel will be engaged before, during or after the initial recruitment and screening processes, but there are certain steps that every selection panel should take in order to ensure the hiring process is effective. Use the following list of tasks to help keep your selection panel on track:
Selection MatrixA selection matrix is a tool that lets you objectively compare an applicant's qualifications to a job vacancy's qualifications and functions, as well as compare applicants to one another based on established job-related criteria. It is a valuable hiring tool because it provides equal assessment opportunities to all applicants and upholds the integrity of the university by ensuring that selection decisions are made on lawful, job-related, and non-discriminatory criteria. How to Develop a Selection MatrixIn order to develop a selection matrix, you and/or your selection panel will need to analyze the position’s required qualifications, preferred qualifications, and job functions. As you analyze these qualifications and functions, take the following steps to develop a selection matrix:
Create a rating system for the matrix:
A sample matrix is included here, but feel free to work with your committee on entries specific to your recruitment effort. How to Use a Selection MatrixBecause applicants must meet all of the position's required qualifications in order to be considered, you will want to start by screening each applicant's materials to determine if they meet the requirements. You can then eliminate any applicants who do not meet all the required qualifications. This is an efficient way to avoid wasting time on selection matrixes for unqualified applicants. Once you eliminate unqualified applicants, you can either proceed to interview the entire applicant pool, or you can use the matrix to help you select the top, most-competitive candidates for interviews. Whether you start using the matrix before or after the initial interview process, you will want to use the selection matrix in the following way:
|