Successful Recruitment and

selection: An introduction

Contents
1.
2.
3.
4.

Introduction - Recruitment & Selection

Recruitment Vs. Selection
Importance of effective recruitment & selection.
Recruitment

1.
2.
3.

Methods of recruitment
Factors influencing recruitment
Recruitment process

5. Selection

1. Introduction - Recruitment & Selection

Recruitment is the process of generating a pool of capable
people to apply for employment to an organization. Selection
is the process by which managers and others use specific
instruments to choose from a pool of applicants a person or
persons more likely to succeed in the job(s), given
management goals and legal requirements.

2. Recruitment Vs. Selection

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 organization, by
attracting more and more employees to apply in the organization
WHEREAS the basic purpose of selection process is to choose the right
candidate to fill the various positions in the organization.

Recruitment Vs. Selection

3. 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 process,
WHEREAS selection results in a contract of service between the employer
and the selected employee.

3. Importance of effective recruitment & selection

Unless the organization has the best available employees, it will not be
able to grow and flourish in the market.
The key to effective recruitment is preparation: knowing the job and what
is required of someone to perform it well.
Recruiting people who are wrong for the organisation can lead to
increased labour turnover, increased costs for the organisation, and
lowering of morale in the existing workforce.

4. Recruitment
a) Methods of recruitment
Internal recruitment is when the business looks to fill the
vacancy from within its existing workforce.
External recruitment is when the business looks to fill the
vacancy from any suitable applicant outside the business.

Internal Recruitment
Advantages

Disadvantages

Cheaper and quicker to recruit

Limits the
applicants

number

of

potential

People already familiar with the

business and how it operates

No new ideas can be introduced from

outside the business

Provides
opportunities
for
promotion with in the business
can be motivating

May cause resentment

candidates not appointed.

Business
already
knows
the
strengths and weaknesses of
candidates

Creates another vacancy which needs

to be filled.

amongst

External Recruitment
Advantages

Disadvantages

Outside people bring in new

ideas

Longer process

Larger pool of workers from

which to find the best candidate

More expensive process due to

advertisements and interviews
required

People have a wider range of

experience

Selection process may not be

effective enough to reveal the best
candidate

Recruitment
b) Factors influencing recruitment

The recruitment function of the organizations is affected and governed by a mix

of various internal and external forces.
FACTORS AFFECTING RECRUITMENT

Recruitment
c) Recruitment process