Recruitment
Selection
T&D
Module 4
Both recruitment and selection are the two phases
of the employment process. The differences
between the two are:
1. Recruitment is the process of searching the
candidates for employment and stimulating them
to apply for jobs in the organization WHEREAS
selection involves the series of steps by which
the candidates are screened for choosing the
most suitable persons for vacant posts.
2. The basic purpose of recruitments is to create
a talent pool of candidates to enable the
selection of best candidates for the
organisation, by attracting more and more
employees to apply in the organisation
WHEREAS the basic purpose of selection
process is to choose the right candidate to fill
the various positions in the organisation.
5. Recruitment is a positive process i.e.
encouraging more and more employees to
apply WHEREAS selection is a negative
process as it involves rejection of the
unsuitable candidates.
4. There is no contract of recruitment
established in recruitment WHEREAS
selection results in a contract of service
between the employer and the selected
employee.
Advantages of internal
recruitment
Less expensive than external recruiting
Organizations typically have a better knowledge of
the internal candidates’ skills and abilities than the
ones acquired through external recruiting.
An organization policy of promoting from within
can enhance employees’ morale, organizational
commitment and job satisfaction.
Disadvantages of internal
recruitment
Limits the choice of selection to the few
candidates available within the enterprise.
It may encourage favouritism and nepotism
It is generally the new blood which brings in
new ideas.
If a concern is extending its activities to new
lines, internal candidates may prove unsuitable
for new positions. This may involve extra
expenditure in imparting necessary training to
them.
Advantages of external
recruitment
New blood brings with it a fresh outlook,
originality and new ideas. Old habits are
replaced by new ones and the concern
becomes more dynamic.
The field of choice becomes very wide.
Hence there is a possibility of selecting
people with rich and varied experience.
Disadvantages of external
recruitment
Employees generally feel frustrated and
their morale is adversely affected.
Present employees may lose their sense
of security and become disloyal to the
employer.
Greater turnover of labour.
Deterioration in the employer-employee
relationship.
Selection Process
Selection is a long process, commencing
from preliminary interview of the applicants
and ending with the contract of
employment.
In practice, the process differs among
organizations and between two different
jobs within the same organization.
Selection tests
Ability tests (achievement tests) assist in
determining how well an individual can perform
tasks related to the job.
Aptitude test help determine a person’s potential to
learn in a given area. Eg: GMAT
Personality tests are given to measure a prospective
employee’s motivation to function in a particular
working environment.
Interest test are used to measure an individual’s
activity preferences.
Graphology test is designed to analyse
the handwriting of an individual.
Polygraph tests are designed to ensure
accuracy of the information given in the
applications.
Medical tests
Drug tests
Genetic screening
Interesting selection tests
Thomas profiling: Identifying behavioural
requirements for the job
Delbin Team Role: Measuring ability to be a
team player.
TAT: Gauging the need for achievement and
power.
Wonderlic personnel: Assessing analytical and
verbal skills
Myers-Briggs Indicator: Understanding
personality type
Interview
Employment interview can be:
One-to-One Interview
Sequential Interview
Panel Interview
Interviews can be different types:
Structured
Unstructured
Mixed
Behavioural
Stressful
Colgate
Application shortlist : In this step, we shortlist the CVs received
from various sources based on the suitability for the requirement.
Preliminary Assessment : The short listed candidates go
through a preliminary round of interviews. This interview lays
more emphasis on functional competencies. To have more data
on the functional skills, the candidates may be given a business
case for analysis and presentation (This is done for certain
positions only).
Final interview : Here the candidates who successfully clear the
first round of interview go through another round of interview
with one or more of the functional heads.
Medical Evaluation: Candidates who are selected by Colgate
are asked to undergo a medical test.