“Recruitment” and “Selection” are generally considered synonymous. However, it is necessary to clearly distinguish between the two terms since they are similar, but technically quite different, despite being closely related.
THIS IS WHY SELECTION IS DIFFERENT FROM RECRUITMENT
Selection is a widely confused process in recruitment. In fact, selection is a more complicated process compared to recruitment. In the recruitment process we are talking about an activity that is targeting establishing a written contract between the employer and a new employee; however, selection refers to a set of complicated and integrated activities that aim to attract more competent and congruent applicants for the company. On the other hand, the main objective of recruitment is encouraging a large quantity of candidates for a certain vacant position; whereas, selection targets rejecting unsuitable ones and selecting the most proper and most competent job seekers.
Steps of the Recruitment and Selection process
RECRUITMENT
Analyze the requirements that the future employee must meet to fill the vacant position.
Publish the vacancy on job portals, social networks, etc. to spread the word about the offer.
Attract candidates who apply to the available position.
Manage responses and communicate with candidates.
Review the applications.
SELECTION
Analyze the applications received.
Eliminate unsuitable candidates.
Carry out tests to verify candidates’ skills.
Organize interviews to meet the talent personally.
Check the references provided.
How are Recruitment and Selection carried out?
First of all, the company should attract the attention of candidates. Furthermore, the interests of the candidates should be compatible with the features of the vacant position. In order to understand this compatibility, the applicants should review the job characteristics from the job ad. Later, if the job seeker finds the job suitable, he should fill the job application forms. After that, the recruiter of the intermediary recruiter company or the recruitment professional of the related company should filter the most proper CVs. Next, some specific tests regarding the related position are applied to the applicants. And then, the applicants that are most successful in their competency and talent get an interview with the recruiter (and sometimes panel interviews with all related parts, including the human resources professional and line manager). Following that is testing and the final interview, checking the accuracy of the information, the feedback and job offer, a medical examination, and deployment and implementation at the workplace. Selection is a more time and money consuming process compared to the recruitment process. In the selection process, the recruiter should work effectively so that no one wastes time, money, and energy during the process.
As demonstrated, recruitment and selection are two sides of the same coin that are whitin the so-called “process of recruitment and seleccion of personnel”. This plan is one of the main functions of the HR department and requires the implementation of certain strategies: First, the recruitment is carried out, then the selection, to then move on to the incorporation and welcome of the new talent to the company. By clearly differentiating both concepts, a perfect recruitment and selection process is achieved, and this would help the company to hire trained personnel that improves productivity and the work environment.
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