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Recruitment & Selection Strategies

By HWA | Publish On: April 26, 2011 | Posted In:


Recruitment is the process of finding possible candidates for a job or a function. Advertising is commonly part of the recruiting process and can occur through several means; through newspapers, through professional publications, using advertisements placed in windows, through a job center, through campus interviews, etc.


The process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on the investment – to make sure the productivity of the new hire warrants the cost spent on recruiting and training that hire.

Both Recruitment and Selection deal with all those activities associated with attracting candidates, work assessment and the design of selection criteria through to the actual selection activity. It is the attempt to provide a more strategic, systematic and objective approach to ensure more effective selection against subsequent job performance indices. An important theme is fairness in selection particularly in relation to equality of opportunity.

Recruitment is a positive process where more and more candidates are encouraged to apply. Selection is a negative process where unsuitable candidates are rejected.

Recruitment is concerned with tapping the sources of human resources where as selection is concerned with selecting the most suitable candidate through various interviews and tests.

Recruitment does not result in contract of service where as selection results in a contract of service between the employer and the selected employee.

Criteria for a successful Recruitment and Selection process



Fair and legal

Perceived to be fair

Stages in Recruitment and Selection

Stage1, Determination of job roles: The organization must determine the job roles for a particular job. This shall include the type of work, the number of processes, the protocols that have to be followed and whether there are any targets associated with the job. This is called job analysis or job description.

Stage2, Determination of required attributes: In order to determine the required attributes, a number of plans are followed. One of them is Rodger’s 7 point plan, competency profiles are utilized.

Stage3, Finding and attracting applicant: Labor market analysis must take place in order to attract new applicants for the job. A number of recruitment sources like advertising with newspapers, advertising with recruitment agencies and consultancies, job centers, campus interviews, etc should be taken up.

Stage4, Choosing the right people: Even a large recruitment process is futile when the right persons capable of executing the job in the right manner are not selected. Selection of candidates must take place under a good framework using appropriate selection techniques.

Recruitment and Selection
Person Specification Frameworks, Rodgers’s 7 point plan, physical make-up, attainments, general intelligence, special aptitudes, interests, disposition, circumstances.

This article is in continuation with our previous articles on Human Resource Management which include Career Management, Maslow’s Theory.

For more details on Human Resource Management you can visit our websites at and

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