Recruitment and Selection

Recruitment and Selection Strategies are developed “with an aim of ensuring that organisational objectives are achieved by getting the right quantity, quality and skills mix of employees at right time”. (Campton and Nankervis, 2009). To increase business performances, recruitment and selection strategies needs to be continuously improved. Even though these two terms, recruitment and Selection are often treated as one there are differences in these two terms. (Collings and Wood ed, 2009).  According to Searle (2003), “for some, Recruitment focuses on the identification and selection of individuals to the organisation whilst Selection is focused on internal applicants and for others Recruitment is about identifying and attracting suitable applicants and Selection is assessments and decision time to employ the suitable candidates from the pool attracted to the vacancy”. Sometimes North American word “Hiring” is also used to indicate both these words together. (Anandakumar and Biswas, 2008). For the purpose of this article author has used the second view of Recruitment to be the processors of attracting capable candidates to the organisation and Selection to be the process of assessing and identifying the suitable candidate from the talent pool.  

Recuitment is attracting a talented pool for organisations, therefore strategies invlove in;

• Job Analysis, Job Description and Job’s and Person’s Specifications
• Employer Brand Image Building
• Job Posting, Employee Referrals, Advertising through print and electronic Media
  

Selection is choosing the best candidate/s from the talent pool, stratgies involve;

• Person - Job fit and Person - Organisation Fit
• Selecting based on Achievements or Potentials of candidates
• selection methods - interviews, personlity test, assessments, work samples