Understanding the strategic differences between Recruitment and Selection is fundamental because they are some of the most important activities in the HR sector . Through these processes, you can find and hire the best professionals in the market and thus improve your work team. Therefore, much attention, patience and commitment is essential when it comes to achieving them.
Recruitment and selection aims to analyze candidates, revealing personalities and profiles, trying to understand how their behaviors, visions and objectives can fit in with the company.
But these two concepts, although strongly associated, do not represent the same process.
Experienced managers know that these are not always easy steps: recruiting and selecting require preparation and excellence in their design. Keep reading our post and understand the main differences between the two steps.
Recruitment: a search process
The recruitment is a process aimed at attracting candidates who have the ideal skills for a particular job opening available.
This is not always easy, if we take into account the excess of disqualified workforce.
This first step informs the job market about the vacancy (s) that exist and, through communication tools, captures the curriculum of several professionals for the next stage, the selection. Let’s look at some of the most commonly used tools in this process:
- Recruitment platforms
- Social networks
- Newspaper Ads
- Specialized magazines
- Head Hunting (talent hunters)
In addition, in recruiting, it is also important to define the minimum skills (knowledge, skills and attitudes) desired in a candidate. For example: training, work experience, second language, etc.
This information contributes to the description of the open position and helps in the initial screening of the curricula, eliminating the professionals who do not have such requirements.
Selection: an obstructive process
The selection process aims to select the candidate who will fill the job vacancy available.
Our second step is the selection process, which always requires a lot of attention and patience from the selector. This second step is known to be an obstacle , or rather, composed of several stages that aim to find a single finalist: the ideal.
Thus, after recruiting the best professionals, it is time to apply a battery of tests to identify the best fit for the position, evaluating issues such as: communication, leadership, team spirit, etc.
Among the main stages of the selection process, we can highlight: curriculum analysis, group dynamics, psychological tests, aptitude tests and interviews with the finalists. Understand each step better:
At this early stage it is already possible to know how the candidate presents himself to the job market. The look of the curriculum can often count as much as its content (which should be relevant to the job, not just to catalog everything the candidate has already set out to do in life).
They aim to evaluate the behavior of the candidate in the midst of a work team, in addition to observing his role in the team. Some candidates show themselves to be communicative, others creative and others are still full of energy.
Used to indicate the personality of the participants. Some are more anxious, aggressive and sloppy, while others are attentive and focused.
Indicated to find out if the candidate really has aptitude for what he does. People who work with love are almost always more successful at what they do than those who have no interest in the area in which they work.
Interviews with the finalists
It is the most important moment where recruiter and recruiter come face to face. This step should be well managed, extracting as much information as possible from the candidate.
Today technology has facilitated the whole process, connecting employers with the best candidates.
Even though they are different processes, recruitment and selection are inseparable and should always be closely linked and cohesive. One will never work properly without the other, so there must be strong communication between the two to avoid any hiring errors.