Difference Between Recruitment And Recruitment

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Recruitment and selection are two of the core processes of HRM in an organisation. The main difference in these processes is very clear as they all occur at different stages and entail different sub-processes to them. In order to highlight these differences we shall look at the definitions of the two as a starting point.
According to Rees and French (2010), recruitment is the process of generating a pool of capable people to apply for employment to an organisation whereas election is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements. Amos et.al (2013) supported this definition by saying
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Reliability therefore, looks at how well equipped the human resources component of the organisation is in terms of skills and quality. The talent recruited by the organisation should be of the highest quality and possess the required skills so as to be able to execute different tasks and achieve set objectives. More importantly, the HR department should be depended upon and able to maintain human resources in enabling the organisation to run smoothly. Reliability also refers to the ability and potential of the workforce to effectively contribute to the achievement of organisational goals.
Validity looks at the HR processes to ensure that the outcomes are valid and not disputable. It also looks at the legitimate reasons why a process was carried out and why in a certain way and not in others. For instance, depending on the situation, external recruitment may be preferred. The validity in this case explains why the company recruited externally instead of internally. HR processes also have to follow procedures, internal policies and legislation so as to be valid. When a person is selected following all required processes then we can say that it is a valid
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If for instance, the company wishes to have more input in the candidates selected it may wish to do the selection process using its own HR department. Thirdly, the level of expertise within the organisation may be critical. For some companies without HR expertise it might be better to outsource the selection processes. In the event that the business has used an external recruiter then this means the company has no control over the selection methods used.
Furthermore, geographic location and recruiting distance also play a pivotal role in selection techniques. For instance, a company located in remote areas may be restricted in terms of the number of the candidates they may recruit and select. Instead the company may choose to select local candidates only using only local advertising methods. If by any chance, candidates who wish to apply for the job are not willing to relocate, then they automatically eliminate themselves from the selection

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