Selection is arguably the most important aspect of HR and is critical to the continued success of your organisation. So what do you need to be aware of when developing your selection process?
There are a number of factors which affect the outcomes of an organisation’s selection process, we’ve outlined seven that you should be aware of.
- The recruitment campaign
A recruitment campaign may attract or detract high quality candidates. This depends on a number of factors:
a. If the campaign was targeted at the correct demographic for the position
b. If the campaign was extensive and reached the correct demographic
c. If the campaign had the right message
- The geographic location of candidates
The geographic location of candidates may affect the demographics of the candidate as if you are recruiting from a small and specific geographic location you may be limiting the diversity of the candidates and missing out on great talent. - The literacy skills of the candidates
As with geographic location, literacy skill varies across applicants. This will ultimately impact their suitability to the role. For example, an applicant pool largely consisting of candidates from NESB may have a significantly different mean literacy score to a group of native English speakers. - The number of candidates applying for a position
The more candidates that apply, means a larger pool of talent to search within. This then translates to a greater chance of identifying high quality candidates that are suitable for the role. - The correct use of assessment
It is critical that the correct assessment is used in order to identify the correct target group. If an assessment is not appropriate for a particular role, then there is a risk of them being rejected when in fact they had the correct skills for the position. - Attractiveness of the position
Some roles are more attractive than others. The more attractive the role, the more likelihood of attracting high quality candidates. This can include the type of responsibilities, the perks and the culture of the organisation. - The selection process itself
The likelihood of identifying a quality candidate depends on the selection process used. If you follow the best practice method where candidates are assessed at the first selection round, and they receive regular feedback during the process, this can increase your chance to find the best candidate for the role.
By being aware of how these seven factors can either positively or negatively affect your selection process, you can ensure you receive high-quality candidates that will be suitable for the role and ensure continued success for your organisation.
For more information or to have a chat about your selection process, call us on (02) 9954 0840 or email .
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching.
By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems.
By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.
But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data.
While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.
The Employee selection Process takes place in following order-
- Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.
- Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.
- Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.
- Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.
- Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.
- Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.
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The difference between recruitment and selection is important to understand. Recruitment refers to the process where potential applicants are searched for, and then encouraged to apply for an actual or anticipated vacancy. Selection is the process of hiring employees among the shortlisted candidates and providing them a job in the organization.
The success of any organization depends on its employees. When an employee is well suited for their job, the entire company can enjoy the benefits of their unbeatable success. Recruitment and selection help organizations choose the right candidates for the right positions. Therefore, understanding the difference between recruitment and selection is essential to reduce any losses for an organization.
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What is Recruitment?
Recruitment is the process in which people are offered selection in an organization. It is when prospective employees are searched for and are then encouraged to apply for jobs within the organization.
This is just one step in the process of employment however it is a long process that involves a series of tasks, starting with an analysis of the job requirements and ending with the appointment of the employee. Specific tasks involved in the process of recruitment include:
- Analyzing job requirements
- Advertising the vacancy
- Attracting candidates to apply for the job
- Managing response
- Scrutinizing applications
- Shortlisting candidates
Recruitment activities are typically performed by Human Resource practitioners, either internally or externally. Internal recruitment sources are promotion, transfers, retrenched employees, contact or references, ex-employees, retired employees, etc. External recruitment sources are recruitment through advertisement, campus recruitment, recruitment by employee exchanges, recruitment by third parties, internet recruitment, unsolicited applicants, etc.
What is Selection?
Selection is the process of identifying an individual from a pool of job applicants with the requisite qualifications and competencies to fill jobs in the organization. This is an HR process that helps differentiate between qualified and unqualified applicants by applying various techniques.
The term ‘selection’ comes with the connotation of placing the right person in the right job. Selection is the process in which various strategies are employed to help recruiters decide which applicant is best suited for the job. Some activities include:
- Screening
- Eliminating unsuitable candidates
- Conducting an examination (aptitude test, intelligence test, performance test, personality test, etc.)
- Interviews
- Checking references
- Medical tests
The selection process is a largely time-consuming step in an employee’s hiring experience. HR managers must carefully identify the eligibility of every candidate for the post, being careful not to disregard important factors such as educational qualification, background, age, etc.
The Difference Between Recruitment and Selection
The difference between recruitment and selection can be understood by comparing the two processes against the same characteristics or factors. See the chart below.
| Comparison | Recruitment | Selection |
| Meaning | An activity of searching for potential candidates and encouraging them to apply. | A process of selecting the best candidates and offering them the job. |
| Approach | Positive – seeking out an increase in the applicant pool. | Negative – seeking out ways to reduce the applicant pool until one ideal candidate is identified. |
| Objective | Inviting more candidates to apply for a vacant position. | Choosing the most suitable candidate and rejecting the rest. |
| Key Factor | Advertising the job. | Appointing the candidate. |
| Sequence | First. | Second. |
| Process | Vacancies are notified by the organization through various sources, then an application form is made available to candidates. | The organization makes an applicant go through various levels (submitting a form, writing a test, undergoing an interview, etc.) to deem whether they’re an appropriate fit. |
| Specifications | The recruitment policy specifies the objectives of recruitment, providing rules and regulations for the implementation of the recruitment program. | The selection policy consists of a series of methods/steps/stages by which the evaluation of the candidate will be done. |
| Contractual Relation | Recruitment only implies communication of vacancies and open positions – therefore, no contractual relation is established. | Selection involves the creation of a contractual agreement between the employer and employee. |
| Method | Economical. | Expensive. |
Key Differences
The process of recruitment involves the development of suitable techniques for attracting more candidates to a position vacancy, while the process of selection involves identifying the most suitable candidate for the vacancy. Recruitment precedes the selection process, and the selection process is only completed when a job offer is created and given to the selected candidate by appointment letter.
In order to thoroughly understand the difference between recruitment and selection, there are certain points to keep in mind.
- Recruitment is the process of finding candidates for the vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
- Recruitment is a positive process aimed at attracting more and more job seekers to apply. Selection is a negative process, rejecting unfit candidates from the list.
- Of the two, recruitment is relatively simpler. Recruitment has the recruiter paying less attention to scrutinizing individual candidates, whereas selection involves a more thorough examination of candidates where recruiters aim to learn every minute detail about each candidate, so they can choose the perfect match for the job.
- Recruitment is less time-consuming and less economically demanding, as it only involves identifying the needs of the job and encouraging candidates to apply for them. Selection involves a wide range of activities, which can be both time-consuming and expensive.
- In recruitment, communication of vacancy is done so through various sources such as the internet, newspaper, magazines, etc., and distributes forms easily so candidates can apply. During the selection process, assessment is done so through various evaluation stages, such as form submission, written exams, interviews, etc.
Understanding the Difference Between Recruitment and Selection Will Ensure Your Organization Has a Strong and Successful Workforce
For the recruitment process to be effective, the needs of the organization need to be matched with the needs of the applicant. Similarly, a properly conducted selection process means the right personnel will join an organization’s workforce, helping management in strengthening the team and completing the work successfully. Therefore, understanding the distinction between recruitment and selection is a necessity in any organization’s onboarding process.
Recognizing the importance in these two distinct phases, the first being proper scouting and advertising of attracting the appropriate candidates, and the second being effective methods of narrowing down the applicant pool to one ideal candidate, will ultimately be what improves your organization’s onboarding process. And, with a strong and effective onboarding process, you will be able to construct a workforce of which every individual aligns perfectly with your organization’s goals for success.
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