Difference Between Recruitment and
Selection
Recruitment is a process of searching out the potential applicants and inspiring
them to apply for the actual or anticipated vacancy. On the other
hand, Selectionis a process of hiring employees among the shortlisted
candidates.
Due to increase in population, getting a good job is not an easy task. Employers
want the right candidate for the concerned position,. The large supply of
workforce has given them the opportunity to select the best talent.
Nowadays, there is a very long procedure for appointment of an employee for a
post. 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 behavior. Lets
understand the difference between recruitment and selection in details.
Comparison Chart
BASIS FOR
COMPARISON
RECRUITMENT
SELECTION
Meaning
Recruitment is an activity of
searching and hiring the right
candidate for a particular post.
Selection is a part of recruitment
activity, in which the recruiter chooses
the best employee among the
shortlisted candidates for the job.
Approach
Positive
Negative
Objective
Inviting more and more
candidates to apply for the
vacant post.
Picking up the best candidate and
rejecting the rest.
Key Factor
Advertising the job
Appointment of the candidate
Sequence
First
Second
Process
Simple
Complex
Definition of Recruitment
Recruitment is a process of finding out the prospective applicants and
stimulating them to apply for the vacancy. It is a long process which involves a
series of activities that starts from analyzing the job requirements and ends on
the appointment of the employee. The activities involved in the recruitment of
employees are as under:
Analyzing job requirement
Advertising the vacancy
Attracting candidates to apply for the job
Managing response
Scrutiny of applications
Shortlisting candidates
Conducting examination or interview
Making decisions regarding selection
The recruitment is done by the Human Resource managers either internally or
externally. The sources of internal recruitment are: promotion, transfers,
retrenched employees, contact or references, ex-employees, retired employees
etc. On the other hand, sources of external recruitment are: recruitment through
advertisement, campus recruitment, recruitment by employment exchanges,
recruitment by third parties (recruitment agencies), internet recruiting,
unsolicited applicants, etc.
Definition of Selection
Selection is an activity in which the organization selects a fixed number of
candidates from a large number of applicants. It involves the actual appointment
of the employee for filling up the vacancies of the enterprise. The term selection
means the placement of the right man at the right job. We all know that, a lot of
people apply for a single job at the time of recruitment, in which the recruiters
have to decide which candidate fits the best for the job.
Selection also involves a set of activities which are given as under:
Screening
Eliminating unsuitable candidates
Conducting the examination like aptitude test, intelligence test,
performance test, personality test etc.
Interview
Checking References
Medical Test
The process of selection is a time consuming one because the HR managers have
to identify the eligibility of every candidate for the post. Besides this, the
educational qualification, background, age, etc. are also some of the most
important factors on which they have to pay more attention. After this the written
examination and interview is also a very tough task.
Key Differences Between Recruitment and Selection
1. Recruitment is the process of finding and placing the right candidate for
the vacant post. Selection means picking up the best candidate from the list
of applicants for the job.
2. The major difference between the two is that Recruitment is a positive
process as it attracts more and more job seekers to apply for the post.
Conversely, Selection is a negative process as it rejects all the unfit
candidates.
3. Recruitment consumes less time as the huge process needs hardly 4-5 days
and identifying the vacancies and advertising and so on, but selection
consumes more time as the employers need to give more and more
emphasis on searching out the best candidate, so they judge each
candidates on various parameters which ultimately takes time.
4. The activity of recruitment is quite simple because in this the recruiter do
not have to pay more attention on scrutinizing the candidate, whereas
selection is a complex activity because in this the employer wants to know
every minute detail about each candidate so that he can choose the perfect
candidate for his organization which needs thorough scrutiny.
5. The process of selection comes after recruitment.
Conclusion
The success of any company depends upon its employees. If the employee is
perfect for a job, then the whole organization will enjoy the benefits of its
unbeatable success. Recruitment and selection helps in choosing the right
candidate for the right post. It helps in reducing losses of an organization.
Difference Between Job Analysis and Job
Description
Job Description and Job Specification are the two products of Job Analysis.
People have confusion regarding Job Analysis and Job Description as Job
Description is the result of Job Analysis. Job Analysis means an in depth
examination and evaluation of a particular Job. Job Description is a statement
that characterizes of a particular job.
At present, these two concepts have gained much importance because of extreme
competition, all the organization wants to put the right man at the right job. But
it can only be possible if you thoroughly investigate the details regarding to the
Job. So here we are with our new topic, the difference between Job Analysis and
Job Description.
Content: Job Analysis Vs Job Description
Comparison Chart
BASIS FOR
COMPARISON
JOB ANALYSIS
JOB DESCRIPTION
Meaning
A deep research on a particular job
to ascertain every small details
about it, is known as Job Analysis.
A comprehensive job summary
depicting the job contents in short
but in an exhaustive manner.
What is it?
Process
Statement
Concept
A process of determining all the
necessary requirements and aspects
of a job.
A concise statement of what a job
demands.
Incorporates
Tasks, responsibilities, skill,
abilities, working conditions and
adaptabilities of a certain job.
Duties and Responsibilities,
authority, purpose and scope of a
specific job.
Mode
Oral or Written
Written
Advantage
Helpful in Recruitment and
Selection of manpower
Helpful in ascertaining whether an
applicant is eligible as per the set
standards.
Definition of Job Analysis
Job Analysis is a detailed examination and evaluation of the job to determine the
necessary information regarding the nature of the job. It includes thorough study,
observation and reporting of what the job involves, qualifications of the job
holder, working conditions, abilities, skills, competencies, duties, responsibilities
etc. Job Description and Job Specification are the two products of Job Analysis. It
is performed by an expert known as Job Analyst.
Information for job analysis may be collected through interviews of incumbents
and supervisors, questionnaires, surveys, position analysis, checklists etc.
Job Analysis is generally carried out to pick the appropriate candidate from a
number of applicants who is best suited for the concerned job. The analysis may
include research of necessary skills, knowledge and qualifications required for
doing a job because every job is different in itself. The importance of Job Analysis
in an organization is as under:
Performance Appraisal
Compensation Management
Job Re-engineering
Health and Safety
Job Evaluation
Definition of Job Description
Job Description is a written document which narrates the job contents in a
systematic manner describing, What are the tasks performed by a worker? And
How they are to be performed? It is prepared on the basis of Job Analysis and
therefore, the effectiveness of Job Description depends on how well the
procedure of Job Analysis is accomplished.
Job Description is an explanatory prospectus, that records the job facts which are
appropriate as well as authorized. It usually contains the following content:
Introduction of job
Designation
Job Summary
Duties and Responsibilities
Training details
Authorities
Salary Range
Reporting authority
Performance Standards
Job Description is used as an important tool for eliminating the unfit applicants
for the concerned job. Apart from that, it helped the organization to set standards
for choosing the appropriate candidate for the job by asking relevant questions at
the time of interview.
Key Differences Between Job Analysis and Job
Description
The following are the major differences between job analysis and job description:
1. The careful study of each and every aspect of a particular job is known as
Job Analysis. A descriptive statement that lists out all necessary job facts
is known as Job Description.
2. Job Analysis is performed first, on the basis of which Job Description is
created.
3. Job Analysis can be done either orally or written. Conversely, Job
Description is developed only in a written format.
4. Job Analysis is a process, whereas Job Description is a statement.
5. Job Analysis is a basis for Job Evaluation but with the help of Job
Description Advertisement for the job can be placed for recruitment
purposes.
Conclusion
Job Analysis is a function conducted by the Job Analyst taking the whole staff of
the organization into consideration. In this process first of all the collection of
background information is done in which the details of a particular job are
extracted in relation to other jobs. Thereafter the job data are collected from the
seniors, juniors, co-workers etc. A trade job analyst is appointed to watch the
employees while they perform the job.
Finally, job description and job specification are created on the basis of the
collected information and facts. So the candidates must possess the qualifications
as described in the Job Description.
Difference Between Job Description and
Job Specification
In our earlier article we discussed about the difference between Job Analysis and
Job Description. Job Description is derived from Job Analysis, in the same way,
Job Specification is the output of Job Description. Job Description is a
statement which explains the essential needs of a job. On the other hand, Job
Specification is a statement which states the least qualifications, required in
the job holder for the performance of a particular job.
Most management students are puzzled when they are asked to distinguish the
two. Although, they are very important part of Human Resource Management.
So, in our todays topic we are going to explain the major difference between Job
Description and Job Specification.
Content: Job Description Vs Job Specification
Comparison Chart
BASIS FOR
COMPARISON
JOB DESCRIPTION
JOB SPECIFICATION
Meaning
Job Description is a concise
written statement, explaining
about what are the major
requirements of a particular job.
The statement which explains the
minimum eligibility requirements, for
performing a particular job is known
as Job Specification.
What is it?
It expresses what a prospective
employee must do when he will
get the placement
It expresses what an applicant must
possess for getting selected.
Prepared from
Job Analysis
Job Description
Describes
Jobs
Job Holders
Comprises of
Designation, place of work,
scope, salary range, working
hours, responsibilities, reporting
authority etc.
Educational qualifications,
experience, skills, knowledge, age,
abilities, work orientation factors, etc.
Definition of Job Description
A simple, organized and brief statement in written form, containing a list of all
the essential requirements of the job, along with a summary of duties and
responsibilities to be performed by the job holder is known as Job Description. It
is the immediate and the primary output of Job Analysis. In short, it is a
statement that captures all the relevant facts related to a specific job.
Job description shows a clear picture of the nature of each job with respect to the
tasks and occupational needs. It is an accurate and authorized record of job
contents. It incorporates major authorities, duties, scope of work, role
and purpose. It is a comprehensive job summary that all the necessary details are
extensively curtailed in a concise way. It defines the primary and secondary
conditions required for the performance of the concerned job.
It is easy with the help of the job description to legitimize rewards and
punishments if the applicants do not satisfy the job requirements. Moreover, it
is also easy to identify the training requirements of the job holder.
Definition of Job Specification
A statement that expresses the minimum qualification and qualities required, for
the performance of a particular job is known as Job Specification. It is also
termed as Man Specification or Person Specification or Employee Specification.
Job Specification is prepared on the basis of Job Description which states the
characteristics that an employee should have, in order to hold the job. It converts
the job description in terms of pertinent human qualifications which are
demanded by the job. It is developed in consultation with the supervisor and the
human resource manager.
The creation of job specification is not an easy task, because sometimes it seems
difficult to classify that whether a particular requirement is compulsory or
desirable. However, it helps to ascertain that, on what basis a person is recruited
and examined. Some common specifications are as under:
Physical features: Height, weight, vision etc.
Demographic features: Age, experience, gender, education, skills,
abilities etc.
Psychological features: Mental ability, alertness, sharpness, aptitude,
reasoning etc.
Personal features: Attitude, behavior, etiquette, manners etc.
Key Differences Between Job Description and Job
Specification
The following are the major differences between job description and job
specification:
1. Job Description is a descriptive statement that describes the role,
responsibility, duties and scope of a particular job. Job Specification states
the minimum qualifications required for performing a particular job.
2. Job Description is the outcome of Job Analysis while Job specification is
the result of Job Description.
3. Job Description describes jobs, but Job Specification describes job holders.
4. Job description is a summary of what an employee will do after getting
selected. Conversely, Job Specification is a statement showing what a
person must possess for getting selected.
5. Job Description contains designation, place of work, scope, working hours,
responsibilities, reporting authority, salary range, etc. On the other hand,
Job Specification contains educational qualifications, experience, skills,
knowledge, age, abilities, work orientation factors, etc.
Conclusion
Recruitment is a very difficult task, as it involves a chain of activities. The first
step for it is job analysis, which is conducted by employing various methods like
surveys, questionnaires, interviews etc. After that a statement is prepared about,
what a particular job demand and that statement is known as Job Description
and this statement is the mirror of Job Analysis.
With the help of Job Description, Job Specification is created, which specifies
the precise human requirements of the Job, through which an advertisement can
be placed for such recruitment and on the basis of Job Specification selection of
the candidate is possible.
