Organisations use many recruitment and selection processes to find the best employees, from traditional advertising and interviewing, to newer methods like gamification and social rating. In this article, we’ll explore the differences between both processes and look at some of the advantages and disadvantages of each.
| >>> You might interested in Free Personality Survey for Career to pinpoint what makes you unique.
What is the selection process?
The selection process is a step in the recruitment process that determines who will be hired for a position. The method includes screening candidates, assessing their qualifications and making a hiring decision.
It is the process of choosing the right applicant from a group of job applicants with the right skills and qualifications to fill a position in the organisation. This HR process uses different methods to differentiate between qualified and unqualified applicants.
To find the ideal candidate, recruiters use different strategies to help them choose the best candidate. Some things to do are:
- Filtering out unsuitable applicants
- Giving an exam (aptitude, intelligence, performance, personality, etc.)
- Interviews, checking references and medical tests.
The hiring process takes a lot of time because of the selection process. HR managers must carefully check each candidate’s qualifications for the job, ensuring not to overlook important things like education, background, age, etc.
Reduce your screening and selection time by introducing traicie into your selection processes. Book a demo to find out how we can significantly improve your selection rate by shortlisting candidates based on soft skills.
| >>> Read more: Employee Onboarding Process – 7 Essential Checklist
What is the recruitment process?
The recruitment process is a series of activities and steps a company or organisation takes to find and select the best candidates for a position. This process can include advertising the vacancy, conducting interviews and assessing candidates’ qualifications.
The hiring process is long and involves several steps, starting with an analysis of the job requirements and ending with the employee’s appointment. Hence, some of the tasks involved in the hiring process are:
- analyzing the job requirements,
- advertising the job opening,
- getting people to apply for the job,
- managing the response,
- going through the applications and choosing the best ones.
Most hiring is done by people who work in Human Resources, either inside or outside the company. Internal hiring processes are; promotions, transfers, contacts or references, former employees, etc. Some examples of ways to find new employees procedures are; advertisements, campus recruitment, employee exchanges, third parties, the Internet, unsolicited applicants, etc.
| >>> Read more: Cognitive Biases in Recruitment Process – How to avoid it?
What is the Difference Between the Recruitment and the Selection Process?
The recruitment process focusses on look for new employees. Often job boards, newspaper ads, or company websites are used to find candidates. While, the selection process occurs when a company decides who to hire from the selected potential candidates. There are many different ways to select someone for a position, and each has its advantages and disadvantages.
Here are some critical differences between recruitment and selection:
|RECRUITMENT PROCESS||SELECTION PROCESS|
|Meaning||Recruitment is the activity of searching for candidates and encouraging them to apply.||Selection is the activity of selecting the best candidates and offering them a job.|
|Objective||More and more people are being asked to apply for open jobs.||Choosing the best candidate and declining other candidates.|
|Key Factor||Advertising the job||Appointment of a new employee|
|Process||The company lets people know about job openings through different channels and candidates can fill out an application form.||The company makes applicants go through several steps, such as filling out forms, taking written tests, going on interviews, taking medical tests, etc.|
|Contractual Relation||Since recruitment only means telling people about openings, no contractual relationship is made.||When an employer chooses an employee, a contract is made between the parties.|
When it comes to the difference between recruitment and selection, the following points are essential:
- Recruitment is the process of finding and selecting employees for a job. In contrast, the selection is the process of determining who should be hired for a job.
- Recruitment focuses on finding the best fit for the job while selection focuses on finding candidates who meet the qualifications required for the job.
- Recruitment often occurs randomly, while selection often occurs as a result of a systematic search. Systematic search refers to a process where employers systematically compare candidates against predetermined criteria to find the best candidate for the job.
- In recruitment, the hiring person pays less attention to each candidate. While the selection process is more thorough. Here, recruiters try to learn everything they can about each candidate to pick the best person for the job.
- Recruitment is an excellent way to get more and more people to apply for jobs. Selection is a kind of relatively “negative” process because it takes people off the list who aren’t good enough.
- Recruitment takes less time and money because you must list the job requirements and encourage people to apply. Selection involves a lot of different tasks, which can take time and cost a lot of money.
Do you know that traicie’s sourcing tools for recruiters can help the Hiring Team not just to eliminate Cognitive Biases in Recruitment but also add value to the strategic, operational value of the recruiting process :
- Cost of a job board – Reduce annual spending on job boards
- Cost of HR tools – Reduce the cost of surveys and assessment tools
- Recruitment costs – Reduce selection costs
- Internal mobility – Fill more skilled jobs with internal staff
- Time to hire – Reduce the number of days a role goes unfilled
- Salary costs – Reduce overall salary costs
- Attrition – Reduce the rate of turnover
- Recruitment cost – Reduce the general recruitment cost