Recruitment and Selection

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Recruitment and Selection
In the competitive business environment nowadays, companies need to present themselves as serious players with edges in various aspects, one most important of which is quality of their workforce. The quality of an organization’s workforce ,to some degree, determines how far it can go and this kind of quality depends mostly on an essential element in an organization’s operation, which is human resource management (Martin, J. 2008). Human resource management refers to the management of a company’s working staff, or human resource, including the practices of job analysis,human resource planning,recruitment,selection,human resource development, etc.(Kleynhans, R. 2006). Among all these practices, what is fundamental are recruitment and selection. The process of recruitment and selection is to match prospective applicants with certain given jobs to make sure that their capabilities and potentials can be rightly matched with the requirements and rewards inherent in the jobs given(Bach, S. 2009). Therefore this process is of great importance in the normal operation and sustainable development of a company and thus fundamental in human resource management. That is why more and more companies have been attaching increasing importance to recruitment and selection. And these two are getting more and more attention of people and are being studied more insightfully. However, because of the fact that recruitment and selection always go hand in hand with each other, it’s extremely common that people regard them two as one concept, considering recruitment is actually selection and vice versa. But in fact, these two concepts are distinct from each other in such aspects as aims, procedures, which will be discussed one by one in the following. What will follow is the discussion on the the importance of recruitment and selection working together to contribute to the development to the whole organization despite their differences.

First of all, Recruitment and selection are different in that they’re aimed at different things. Recruitment aims to hunt for and draw a pool of applicants who seem to be qualified for vacancies but will also be tested and more carefully selected later. This later series of procedures is what we call selection. So it can be concluded that the aim of selection is to select the most qualified candidates from the pool of applicants gotten through recruitment (Kleynhans, R. 2006). In other words, the basic purpose of recruitment is to attract more and more people to apply for the job vacancies while selection is to choose the best qualified candidates to fill various vacancies by rejecting who they think are unsuitable for the positions. The former is concerned with digging out and identifying potentially qualified employees for vacant positions while the latter is concerned with picking out the most qualified employees from the potential ones (Van Den Brink, M. 2010). “Lenovo 2006 Campus Program” of the The Lenovo company can be made a case here to analyze specifically the difference between the purposes of recruitment and selection. When the job vacancies left by former IBM employees need to be filled, the company launched “Lenovo 2006 Campus Program”. The basic purpose of this program is to get more people, mostly the university graduates, to know about the information on these vacancies and motivate them to apply for these jobs. So in nature this program is recruitment rather than selection because of its purposes of attracting instead of choosing. Before this, most of the applications for jobs are gotten through traditional recruitment methods such as recruitment agents and job fair. With the demand of talents increasing, Lenovo started university recruitment programmes so as to improve the recruitment efficiency and attract more talent graduates at the first place. Through this program, Lenovo got a large number of graduate applicants. Then follows the selection, the purpose of which...
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