What is Recruitment and Selection in HRM? Meaning, Definition, Process, Factors, Methods.

What is Recruitment and Selection in HRM? Meaning, Definition, Process, Factors, Methods.

Hello friends, let's talk. 

In this post, we are talking about Recruitment. We will learn the following points :

1. Meaning & Definition of Recruitment & Selection.

2. Process of Recruitment & Selection.

3. Factors influencing Recruitment.

4. Methods in Recruitment.

5. Difference between Recruitment & Selection. Recruitment VS. Selection.

So, we will learn all concepts of Recruitment & Selection, and we will start with the first one, i.e. Recruitment.

A) Recruitment

Now, in today's world, having skilled, talented, and dedicated human resource is the plus point for the organization. Because, these kind of human resource leads to many benefits like :

# Optimum utilization of resources.

# Competitive advantage.

# Improves performance.

# Corporate image.

# Customer loyalty.

# Improves productivity. And many more like these.

Recruitment is the base point where organization can ensure hiring most suitable human resource. However it also depends on how you manage and develop your employees after selecting them, But the base should be strong, and that's why recruitment is vital where you attract potential applicants to apply for the vacant places in your organization. So let's start with a definition:

According to Edwin B. Flippo," Recruitment is the process of searching for perspective employees and stimulating them to apply for the jobs in the organization". 

From the definition, we can understand that recruitment is a process in which organization try to search the perspective employees i.e. potential applicants who have the required qualification and skills for the jobs. And Stimulating them to apply for the job. That means to communicate the information about vacant places in the organization through advertising or any other modes. 

So, Recruitment is the start of the process which goes through Selection and ends at the time of placement of selected candidates. There is no fixed procedure of recruitment. It varies from organization to organization. But generally following are the steps in recruitment:

Process of Recruitment

1. Recruitment planning

In the first step, organization plans about the recruitment. Planning specifies the objectives of recruitment and job analysis. The purpose of job analysis is to make job description (details about job) and job specification (qualification and skills required).

2. Sources of recruitment

In the second step, organization takes decision about source of recruitment. There are two categories in sources:

    # Internal sources

- Reviews of present employees

- Nomination of candidates by employees

    # External sources

- Media advertisement

- Educational institutions

- Employment agencies

3. Methods of recruitment

Methods are different from sources of recruitment. Sources are the locations where potential employees are available, on the other hand methods are the ways of communicating with them about the vacant positions. We will talk in detail in this post.

4. Recruitment organization

If company chose external sources to recruitment then choosing recruitment organization among many employment agencies is the fourth task for the company. 

5. Evaluation

This step is always essential in all processes. After completing the process organization should evaluate it from start to end to check the implementation of the plan. And taking appropriate actions after evaluation.

So, we have done the process of recruitment. Now, let's talk about the factors influencing the recruitment decisions;

Factors influencing Recruitment

There are two categories of factors:

I. Internal factors

1.Wage and salary policies

2.Age composition of existing workforce

3.Promotion and retirement policies

4.Human Resource Planning policies of the organization

5.Employee turnover rates

6.Future expansion and reduction programmes

7.Total cost involved in Recruitment

8.Recruitment policy of employment agencies

9.Size of the organization

II. External factors

1.Demand and supply of human resource in the labor market

2.Companies image and perception in the mind of job seekers

3.Cultural factors in the area in which company operates

4.Economic factors such as economic growth rate, unemployment in the country

5.Political and legal factors such as labor laws, other laws related to wage and salaries.

Now, let's understand the Methods of recruitment in detail:

Methods of Recruitment

Methods of recruitment are the way of communication between company and perspective applicants. There are three -

1. Direct method

In Direct method of communicating the potential candidates, organization sends their representatives directly to candidates in Educational and professional institutes. Many institutes have placement cells in their campuses to help students and companies in the recruitment process for example Engineering institutes, institutes offering M.B.A, M.M.S., Graduation and Post graduation colleges etc.

Sometimes employer contact directly to institutes representatives to get the information about students who have magnificent record. Some other options in Direct method are sending recruiters seminars, exhibits at fairs, and using mobile offices for recruitment, etc.

2. Indirect method

In this method, companies give advertisement about the vacant positions in the organization through different media sources such as newspaper, radio, journals and television. This method is useful when organization is looking to reach vast area. The advertisement includes all information about the job, duties, position and also the information about required qualification and skills in candidates.

3. Third party method

Widely used third party method is using public and private Employment agencies. Factory workers and clerical jobs are mainly concerned with public employment agencies. Private employment agencies are concerned with office workers, salesman, supervisory and management personnel. They charge some fee for their services.

So, we have understood Recruitment in this "What is Recruitment and selection in HRM?" article. Now, let's talk about the next step after recruitment i.e. "Selection". 

B) Selection

Above, we understood that recruitment means searching for potential employees and stimulating them to apply for the vacant places in the organization. Recruitment process ends there. But now what?.... When all applicants apply for the jobs, there the process of selection starts. So, let's start with meaning.

Concept

We will start with a definition and then we will analyze the meaning to understand the overall concept:

According to Dale Yoder," Selection is the process in which candidates for employment are divided into two classes- those who are to be offered employment and those who are not".

Now let's think about different parts of definition. The first is " candidates for employment are divided ". Here, organization applies different methods and techniques to gather and analyze the application pool (total number of applications), we will understand in detail in process of selection in this post. Now, the second part is " Divided into two - those who are offered job and those who are not". Here organization uses many techniques to choose those candidates who are most suitable for the vacant jobs among all candidates. Those techniques are different types of tests, different types of interviews, background investigation, etc.

So in short, selection consist of gathering and interpretation of the application pool and dividing them into 'selected' and 'not selected' using some techniques. Selection is also called a negetive process, because unlike recruitment, unsuitable candidates are rejected in this process.

So, we did the meaning of selection. Now, let's talk about the process in Selection:

Process of Selection

(1) Reception

First thing that company should welcome the candidates. Company should create a favourable and friendly environment at the reception.

(2) Preliminary screening

It will be expensive to administer and handle all the candidates who have applied. So, in this step company sort out those candidates who are unsuitable for further selection process by looking their age, qualification, aptitude, experience, etc. It will save cost and time. 

(3) Application blank

This is a method widely used by recruiters to get some basic information about candidate's education, social background, marital data, work behaviour, references, etc. 

(4) Selection tests

Many organizations use selection tests for the purpose of getting more information about applicants or to reject some of them who cannot be called for interview. These tests provide some vital information about candidates which cannot be known through application forms. There are many types of selection tests:

- Intelligence test

- Personality test

- Achievement test

- Aptitude test

- Interest test

- Integrity test, etc.

(5) Interview

Interview is like an oral examination of the candidate for getting job. It may be conducted one to one, or more than one interviewers. Following are some types of interviews:

- Unstructured interview

- Structured interview

- Selection interview

- Stress interview

- Job related interview

- Behaviour interview, etc.

(6) Background investigation

In this step recruiter undertake an investigation to get some background information about candidate. They may contact the previous employers to know about his/her work record, experience, appraisal of his/her performance. They can also verify candidate's educational accomplishments shown by the applicant. It is the responsibility of recruiter to investigate each potential candidate.

(7) Physical examination

After the interview and before placement, candidate must go through a physical test to know about his/her physical fitness, capabilities, mental capacity, eyes vision, hearing capacity, etc.

(8) Approval by authority

After all above steps, selection committee suggests the most suitable candidates for giving employment. After which the management or board of the company provides them employment in the form of appointment letter having all necessary information about job.

(9) Evaluation

Properly performed selection process will lead to competent, loyal, skilled human resource. But, organization should evaluate the whole process to check the effectiveness.

Wow, we have learned so much in this talk. I am enjoying this discussion with you. Now, let's see some difference between Recruitment and Selection.

Recruitment vs. Selection

1} Recruitment is a process of  establishing contact with potential employees. On the other hand, Selection is a process of choosing most suitable ones among all applicants.

2} It invites potential candidates to apply for the vacant jobs in organization. On the other hand, Selection attempts to reject unsuitable candidates.

3} In recruitment, there are not hurdles like interviews, tests. In selection, candidates have to face hurdles like tests, investigation, interviews.

4} Recruitment is a Positive process. Selection is a negative process.

5} Recruitment preceds selection. On the other hand Selection follows recruitment.

So, this is it. We will glad to have your feedback. Following are some related valuable articles for you.

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