After all, not every job has the same requirements and each organization has different needs. This includes placing job ads on job boards, your Careers site, social media channels, and industry publications. Almost all companies have some type of employee referral program in place.
Boomerang employees are those people who worked for your company before but left on good terms for personal reasons. Rehiring past employees also reduces time to hire and cost per hire plus it eliminates the risks of you making a bad hire.
When a new opening comes up, simply search your talent pool for candidates with skills and experience who fit the requirements. You identify internal employees to fill in open roles. While a promotion means someone moves up the career ladder and is given a pay increase along with additional responsibilities, a transfer is a horizontal move that seldom involves added compensation or greater responsibility.
For big companies or large organizations planning expansion, recruitment events are great for attracting qualified candidates, especially fresh graduates. Events can range from holding hackathons, recruitment drives on universities, hosting open days, or setting up a booth at job fairs.
The true difference between recruitment and selection then lies in the way both processes are handled. The purpose of a preliminary interview is to basically eliminate unqualified candidates based on the information supplied in resumes or CVs. Job seekers who pass the preliminary interviews are often called in for tests.
Depending on the position and the company, there are various types of tests conducted. These help the hiring team objectively measure how well a candidate can perform tasks related to the job. It also helps determine if the candidate will be a good culture fit for the company. However, interviewers might evaluate candidates in a subjective manner. There are two major stages which may be heard by you hundreds and hundreds of times; they are recruitment and selection.
Most of us view them as the same thing. But, they are quite different in meaning and behaviour. Read the article provided below that explains the difference between recruitment and selection in human resource management HRM in tabular form. Basis for Comparison Recruitment Selection Meaning Recruitment is an activity of searching candidates and encouraging them apply for it.
Selection refers to the process of selecting the best candidates and offering them job. Approach Positive Negative Objective Inviting more and more candidates to apply for the vacant post. Picking up the most suitable candidate and rejecting the rest.
Key Factor Advertising the job Appointment of the candidate Sequence First Second Process Vacancies are notified by the firm through various sources and application form is made available to the candidate.
The firm makes applicant pass through various levels like submitting form, written test, interview, medical test and so on. Contractual Relation As recruitment only implies the communication of vacancies, no contractual relation is established. Selection involves the creation of contractual relation between the employer and employee.
Method Economical Expensive. Recruitment is a process of finding out the prospective applicants and stimulating them to apply for the vacancy. So does selection means? Selection is the process whereby a company selects or picks a certain number of applicants out of the hundreds of applicants they received for the said vacancy. Difference Between Recruitment and Selection. See also Stages of Recruitment Process. About Sonia Kukreja I am a mother of a lovely kid, and an avid fan technology, computing and management related topics.
I hold a degree in MBA from well known management college in India. After completing my post graduation I thought to start a website where I can share management related concepts with rest of the people.
It is entirely a complex and complicated process as per the different facets of the selection procedure. There are no such hurdles involved in the process of recruitment and they can easily reach the organization. Different techniques and tests are used to identify the candidate and it has more hurdles that needed to be crossed by the candidate. This is a positive approach towards recruiting employees and encouraging all prospective job seekers to apply for the vacant job position. On the contrary, it is a negative approach and includes the rejection of some unfit candidates.
It is the first and the foremost step and it proceeds further with the selection step. Various techniques and procedures follow after the recruitment process. Recruitment of applicants is a more economical way and good as per the budget. The selection procedure is a costly method for hiring and selecting candidates. The recruitment process is less time consuming as compared to the selection process as it includes a collection of applicants for a job role.
The beginning and completion of the entire process of selection is time taking as it includes the various types of tests and techniques to analyze candidates. Advertising in an attractive way is the key factor of the recruiting process and get the attention of interested candidates for the vacant position. It includes hiring the competent candidates for the job offer. The job vacancies are notifying in front of the public via different sources.
Moreover, the application forms are also provided to receive the applicants from the interested candidates. The interested candidates go through the various level of the selection process such as submission of forms, written tests, interviews, medical examinations and so on.
The most eligible candidates get the offer of employment. It only involves the job openings for job seekers that can fit in the job duties.
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