This is possible by minimizing the possible errors and misplays that can occur during the processes of recruitment and selection and selecting the best personality in the benefits and interests of the organization (Roberts, pp. 26, 1997).
The paper reveals the truth about the processes of recruitment and selection; by emphasizing on the difference of mechanism involved in carrying out these two interesting and sensitive processes. By using academic materials and researches carried out, the paper accentuates on the fact that during the execution of any hiring process in any business or organization; the process of employees recruitment or enlisting of potential candidate or applicants is a science but the processes or techniques involved in carryout selection of the candidates applied is an art. In order to throw light on both the subjects, it is essential to have a deep understanding and develop profound sense of the processes as to evaluate the processes as science and art.
The paper first analyzes the process of recruitment in detail and studies the tools, proficiencies, and steps essential in carrying out the process of effective recruitment. Recruitment is a process of short listing or enlisting the candidates applied for a certain job opening from all the applications and job resumes received. It creates a pool of talented people extracted from the job market. The people enlisted in talent pool during and recruitment process usually matches the requirement, terms, conditions, and priorities of the business or organization.
Usually, there are three different kinds or forms of recruitment carried out in organizations today, the internal recruitment, external, and the referral recruitment. Internal recruitment involves recruiting the best talented people of an organization for a sensitive and high profile project of the same organization. As the recruitment process is internal to the organization, that process is internal recruitment (Wilkinson, pp. 172, 2005). Similarly, when the recruitment includes enlisting the talent pool from existing job market outside the organization, the recruitment-taking place is the external recruitment. Referral recruitment is a process where company hires the services of an external recruiting agency in order to fill up the job vacancy with the desired candidate.
The first step or technical proficiency involved in carrying out the process of recruitment is creating a job opening or making an announcement about the job position available in any business or organization. This step involves the broadcasting or delivering of information about the job openings through different technological mediums of media. The job opening information includes comprehensive details about the nature of the job, the technical skills and experience required, and description of certain other criteria necessary for the job position.
After making the job-opening announcement, the recruiting committee receives a number of job letters that includes resumes of candidates willing to apply for the job. The recruiting committee shortlists the resumes that are inappropriate or that do not share any relevancy with the requirement of the organization as posted in