Recruitment and Selection

The progress of any organization depends on the quality of people who work in it. Only a committed and qualified workforce will be able to achieve the goals and targets set by the organization. Therefore it is very important to place the right man in the right job so as to make optimum utilization of his assets. This increases the importance of a strong system of recruitment and selection.

Recruiting deals with finding the applications, communicating opportunities and information and generating interest. Selection is systematic process of choosing among the pool of candidates the best qualified potential candidate who is most likely to perform the job successfully. Both these processes are very important and must be carried out systematically to achieve the goals set by any organization.

Before starting the recruitment activity, one must consider the following points:

§  Whether the vacancies should be filled up from within or outside the organization

§  Whether recruitment should be done locally, nationally or internationally

§  The methods and media to be used for attracting applicants

The recruitment activity is affected by the following factors:

§  Organizational policy

§  The compensation structure

§  Image & reputation of the organization

§  Candidates preference

Selection is the process by which an organization chooses from a list of applicants, the most suitable person for a job. Education, experience, physical and personal characteristics are used as criteria for selection. The various steps in the selection process are screening, interview, personality tests, reference checks, medical examination and final placement.

HR managers will make sure that there is no bias or discrimination against particular candidates. It should be carried out in a free and fair atmosphere.