The difference between recruitment and selection: Understand it here! Optimize your hiring process. Learn more about these practices.
I also want you to note now that Recruitment and Selection are two very distinct areas, and unfortunately it is common in the marketplace for the HR analyst to take care of these two areas and only get paid for one.
Therefore, we will deal with the difference between recruitment and selection in this article.
What we will see in this article
What does recruitment and selection mean?
Recruitment and selection is the process of hiring a person for a certain function within a company or institution. It can be for a job position that has been vacated by the former employee or for a new job position within the company.
First, a recruitment process is carried out with people who are available to work in the predetermined function, and in the second step, a selection is made among the people who best fit the requested profile.
What is the difference between recruitment and selection?
Well, to know the difference between recruitment and selection, you need to understand that recruitment is not exactly part of HR, but rather part of your company’s marketing, did you know that?
Recruitment works if your company has a very good view from the candidates, because it is the external view, the external relationship that the company has in the market.
For example, the British and American militaries appeal to patriotism to recruit: “Your country needs you! ” or “I WANT YOU! “
And little by little we understand why we need to understand the difference between recruitment and selection
What is the relationship between endomarketing and recruitment?
It can also be part of endomarketing, where the internal brand is so strong that it recruits among the employees themselves and those close to them. Everything okay so far?
This may be news to you, but trust me: who works with recruitment and selection, works on two distinct processes.
What comes first, recruitment or selection?
As the term itself suggests, recruitment comes first, calling candidates to be part of a selection (which comes second), where the profiles most adherent to the vacancy are chosen.
And why is a well-done recruitment and selection process important for a company? Because with good employees, the company provides good services and makes good products.
What is Recruitment?
Recruitment is a process of finding out the possible candidates and encouraging them to apply for the vacancy.
It is a long process that involves a series of activities starting with the analysis of the job requirements and ending with the appointment of the employee.
Here we already begin to see the difference between recruitment and selection.
It is advertising the vacancy to the candidates through a variety of means.
What is the job of a recruiter?
What does a recruiter do? The Recruiter is the professional who advertises your job and your company.
The recruiter is a kind of active marketing and a person who enjoys the most diverse ad tools and understands how they might generate more candidates for the company.
His main task is to get the applicants to the interview After the job description has been approved, recruitment begins.
How do recruitment and selection work in companies?
Each organization has a different recruitment process, but it usually includes posting the job opening internally and externally.
Contributions are published on the organization’s website, Internet job boards, newspapers and professional associations;
In Recruitment you can also include representatives from the organization attending college and career fairs.
What are the tasks of the recruiter?
The activities involved in employee recruitment are very varied, ranging from receiving the job profile required by a department to recruiting and selecting the most suitable candidate for the vacancy.
So that we can better understand what the recruiter’s tasks are, let’s look at the points in more detail.
How to analyze the requirement of the job profile?
At this stage, the analysis of what is asked for in terms of the position of the vacancy is fundamental. The requirement of the job profile are the skills needed to fill the position, without which you do not have the competencies required for the job.
In short: the analyst receives the skills required for the vacancy and generates the profile to be requested.
How to advertise a job offer?
The announcement of the vacancy can occur in various ways through the recruitment sources that we will see below.
The announcement should have a start date and not necessarily an end date for posting, and this is because sometimes you don’t have candidates for the position to be filled.
In other cases, when the position is very competitive, it is essential to make clear in the announcement the closing day for sending resumes.
How to attract candidates for the job?
The good attraction of candidates can be due to the quality of the advertisement. The ads need to be clear about the position, the profile needed, salary, start date, work location, and other information that is critical to the candidate.
Some companies think of an opening as a favor to the candidate, but in fact, the most discerning and best-qualified candidates are not attracted by advertisements without proper information.
The response received from the candidates must be forwarded to the selectors, who will preview and filter the resumes received.
It is also important to give feedback to candidates regarding the receipt of the resume and date a positive and negative feedback for the consideration due to the candidate.
How to select resumes for a job vacancy?
The analysis of the candidates and resumes received is not done by the recruiter, but as we mentioned above, this is done by the selector, who will preview the information received.
The main thing is for the recruiter to create the reliable information and make the selectors’ job as easy as possible as to which candidates will be called, thus preserving good quality and time for everyone involved.
Of course, in Brazil the recruiter and selector are usually the same person, in which case, do your best to have a productive job.
How do you select candidates for a job vacancy?
After the candidates are selected, recruiting can send feedback to the same ad sites saying that the position has been closed and thanking everyone who sent in their resume.
This shows the importance that the company gives to everyone who comes into contact with its brand. It is a great marketing and loyalty strategy.
What is the difference between internal and external recruitment?
The difference between internal and external recruitment is really simple. Internal recruitment is carried out within the company itself, among its own employees, while external recruitment is the process carried out with people coming from outside the company, new hires.
See a complete list of Recruiting and Selection Sources.
Recruitment is done by Human Resources managers, internally or externally. The sources of internal recruitment are as follows.
How to promote an employee and fill his place?
At many points along the way in the company some leaders are well regarded and with an opportunity, can be promoted within the company hierarchy.
This process is called promotion. It is also a great motivator for everyone in the company to know the importance of preparing themselves to also get new chances for salary improvement and new internal challenges.
You must also remember that for every promotion vacancy, another vacancy opens up for the post that has become vacant.
The promotion can be direct, when the employee is chosen directly by indication of his or her manager, or a process can be opened for all employees who feel qualified to apply.
Transferring an employee
Transfers can also be a form of promotion, opening up at least 2 new positions within the company.
The transfer can be to another city, another branch, and even to a new department that is opening within the company.
In this case, for each open position a new recruitment is also carried out with an internal announcement so that everyone can apply.
How to open a job for someone who has retired?
In some companies it happens that an employee retires and, due to his or her indispensable knowledge, is rehired, thus leaving 2 positions open.
One vacancy for this former employee and the other vacancy for another one that probably has a Junior or Full position.
Receiving nominations for a job vacancy
In other companies there may also be internal appointments for a certain position or even apprenticeships for the children or relatives of employees.
Can I rehire former employees?
Former employees are sometimes rehired because of their good relationship with the company, because they left and left the doors open for the way they were dedicated while providing services there, and similar factors.
What are the sources of external recruitment?
On the other hand, external recruitment sources are recruitment by origins coming from outside the company, i.e. from the labor market itself through job postings.
How to advertise for a job vacancy?
A TV, radio, and even print advertisement can be welcome when we talk about external recruitment.
Sometimes a great poster within the company itself draws enough attention for the new position to be advertised.
This is very common in shops and supermarkets, such as: “Cashier needed”, “Clerk needed”, “Butcher wanted”, and other examples of writings to advertise their vacancies.
How do you recruit candidates in schools?
Recruiting in schools usually happens to advertise internship openings, but also serves a more specific public, such as areas of technology where a company has more labor needs, encouraging students to get their first job
How to do referral recruitment?
External recruitment by referral is a little different from internal recruitment.
The internal one is more for promotions and opening up to family members, and in the external one the candidates go through a selection process in the same way, with interviews with other nominees for the position.
However, the candidate is probably someone who has already worked with an employee of the company and has received good referrals to join him/her on the job.
What is third-party recruiting?
Third-party recruiting is done through HR companies, Head Hunters, and also employee outsourcing companies.
What is social recruitment?
Internet recruiting is the most common nowadays, where all you have to do is post the vacancy on the company’s social networks and send an e-mail to the candidates so that they can send their resumes.
It can also be done via the company’s site, where the candidate will fill out a form with his/her data.
What is Selection
Selection is an activity in which the organization selects afixed number of candidates from a large number of applicants. It involves the actual appointment of the employee to fill the company’s vacancies. Term selection means putting the right man in the right job.
We all know that many people apply for a single job at recruitment time, in which the selectors (recruitment manager) need to decide which candidate is the best fit for the job.
What is the job of a recruiter?
The Selector (recruiting manager) is responsible for choosing among the resumes received, which ones have the greatest adherence to the vacancy, and also to interview the screened candidates so that you can know and interact between the real need of the company and the candidate’s ability.
After well-conducted interviews, the team carefully considers the candidates through “qualifications, assessments, and interviews” to determine the best candidate for the position.
If the hiring managers are not satisfied with any of the candidates, the recruitment process can begin again. If the candidate declines the job offer, the recruitment process can start over as well.
What are the Activities of the Recruiter?
The selection also involves a set of activities described below:
- Elimination of non-adherent profiles
- Conducting the exam, such as aptitude test, intelligence test, performance test, personality test, etc.
- Checking References
- Referrals to the People Department and the Sector to be worked on
The selection process is time-consuming because HR managers need to identify the eligibility of all candidates for the position.
In addition, educational qualification, training, age etc. are also some of the most important factors they should pay more attention to.
After that, the written exam and the interview are also a very difficult task.
What is Internal Recruitment?
Internal recruitment is recruitment that takes place within the company or organization.
Here is already shown some of the difference between recruitment and selection, which depends on more advertising and outreach, how to use recruitment and selection sources.
Advantage: internal recruitment can lead to increased employee productivity as their motivation level increases. It also saves time, money, and effort.
Disadvantage: It discourages the organization from recruiting new talent; Also, not all manpower requirements can be met through internal recruitment. The internal sources are mainly 3:
- Promotions (through internal job postings) and
- Reemployment of former employees
What is External Recruitment?
External recruitment is due to the fact that it uses external recruitment sources. Applications and profiles from outside the organization should be solicited, showing that in the difference between recruitment and selection, disclosure is one of the biggest weapons.
Advantage: by itself, it ends up bringing “new blood” into the company, new ideas and apparently a way to mold the candidate’s culture to the company’s current culture.
Disadvantage: the process involves a lot of time and money. External sources of recruitment include:
- job at the factory gate,
- employment agencies,
- educational institutions,
- social networks, etc.
One way is also to publish in search engines like Indeed
Conclusion on the difference between recruitment and selection
About the difference between recruitment and selection, know that the success of any company depends on its employees. If the employee is perfect for a job, the entire organization enjoys the benefits of his unbeatable success.
Understanding the difference between recruitment and selection helps in choosing the right candidate for the right profile, as well as reducing an organization’s losses.