Recruitment and Selection is
a vital process for every successful organization because having the right
staff improves and sustains organizational performance. The impact of an
organization’s selection system influence bottom-line business outcomes, such as
productivity and financial performance a dream for any organization. In the
operations of any organization, recruitment and selection is the major function
of the human resource department and recruitment process is the first step
towards creating the competitive strength of organizations.

Recruitment process involves
a systematic procedure from sourcing the candidates to arranging and conducting
the interviews and requires many resources and time. Accordingly, Recruitment
and selection are conceived as the processes by which organizations solicit,
contact and interest potential appointees, and then establish whether it would
be appropriate to appoint any of them, Sisson (2004). Recruitment and selection
are the two phases of the employment process but there is a difference between
the two. The recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization while
selection involves the series of steps by which the candidates are screened for
choosing the most suitable persons for vacant posts.

Similarly, the basic purpose
of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organization, by attracting more and more
employees to apply in the organization whereas the basic purpose of selection
process is to choose the right candidate to till the various positions in the
organization. The recruitment process is immediately followed by the selection
process, which is the final interviews and the decision making, conveying the
decision and the appointment formalities. Recruiting is seen as a “positive
process of generating a pool of candidates by reaching the “right” audience,
suitable to fill the vacancy” (Leopold, 2002), On the other hand, he stated
that once these candidates are identified, the process of selecting appropriate
employees for employment can begin. This means collecting, measuring, and
evaluating information about candidates” qualifications for specified
positions. Selection therefore, is a process that involves the series of steps
by which the candidates are screened for choosing the most suitable persons for
vacant posts.

Recruitment of candidates is
the function preceding the selection, which helps create a pool of prospective
employees for the organization so that management can select the right
candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process. Therefore,
organizations use these practices to increase the likelihood of hiring
individuals who have the right skills and abilities to be successful in the
target job, and better recruitment and selection strategies result in improved
organizational outcomes.

The more effectively
organizations recruit and select candidates, the more likely they are to hire
and retain satisfied employees. In addition, the effectiveness of an
organization’s selection system can influence bottom-line business outcomes,
such as productivity and financial performance.

Hence, investing in the
development of a comprehensive and valid selection system is money well spent.
Recruitment and Selection are vital processes for a successful organization,
having the right staff can “improve and sustain organizational performance”
(Petts. 2007).

1.2 Statement
Of The Problem