The goals of recruitment and selecton process

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Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization. Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The human resources department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection

Selection Process

Reference checks and detailed background checks are carried out to verify facts and matters presented in resumes and CVs. Follow-ups are done with certain selected candidates to firm up the hiring process. A thorough evaluation of the defined skill sets and qualifications of shortlisted candidates, their written materials and work samples is done again in a transparent and objective manner. Additional interviews or final interviews are conducted during this last stage of recruitment and the hiring decision is finalized.

Technologies Recruitment Process

CAMO Technologies delivers unmatched services to its clients and candidates through out the relationship, by following rigorous internal recruitment processes.

First, the CAMO Technologies team discusses the requirements, parameters and objectives of each staffing and contracting initiatives, with its clients. Consultants/ Candidates that fit into the defined parameters are validated through out the process.

This methodical and focused approach has helped CAMO Technologies foster long term relationships with Clients and Consultants.


Ensure precisely channeled selection of resources, to enable achievement of the company's business goals.


To attract potential employees into the rolls of the company

To make a positive impact with our clients, thereby increase the goodwill and equity for the Company, leading to better market standing.


Resourcing Process

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

· Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

Identify vacancy

Prepare job description and person specification

Advertising the vacancy

Managing the response


Arrange interviews

Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

External Recruitment Channels

The External Recruitment Channels are the channels used to communicate job vacancies to the public audience and the correct usage of the external recruitment channels brings the right candidates for the positions.

Job description

A recruitment consultant is responsible for attracting candidates and matching them to temporary or permanent positions jobs with client companies. The jobs may vary from entry-level roles to directors and executives.

Recruitment consultants work with client companies, building relationships in order to gain a better understanding of their recruitment needs and requirements. They attract candidates by drafting advertising copy for use in a wide range of media, as well as by networking, headhunting and through referrals. They screen candidates, interview them, do background checks, and finally match candidates to their clients.

Consultants also provide advice to both clients and candidates on salary levels, training requirements and career opportunities.

Typical work activities

A recruitment consultant's role is demanding and diverse and involves:

using sales, business development, marketing techniques and networking in order to attract business from client companies;

building relationships with clients;

developing a good understanding of client companies, their industry, what they do and their work culture and environment;

advertising vacancies appropriately by drafting and placing adverts in a wide range of media (e.g., newspapers, websites, magazines);

headhunting - identifying and approaching suitable candidates;

completing a search of the candidate database to find the right person for the employer’s vacancy;

receiving and reviewing applications, managing interviews and short-listing candidates;

requesting references and checking the suitability of applicants before submitting their details to the employer;

briefing the candidate about the responsibilities, salary and benefits of the job in question;

preparing CV’s and correspondence to forward to clients in respect of suitable applicants;

organising interviews for candidate as requested by the client;

informing candidates about the results of their interviews;

negotiating pay and salary rates and finalising arrangements between client and candidates;

offering advice to both clients and candidates on pay rates, training and career progression;

reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programmes.

Recruitment selection and selection flow chart

Recruitment Costs

Organizations that are leading in the war for talent always identify methods to reduce recruitment costs while continuously searching for creative ways to recruit top quality candidates in less time.

Our extensive and ongoing best practices research has identified a number of critical success factors for organizations looking to enhance their hiring abilities and reduce their recruitment costs. North Star Human Resources Inc. has developed an easy to follow 5-step methodology based on these critical success factors.

Use our proven 5-step methodology outlined below to identify potential areas of improvement in your company's hiring process:

Step 1-Benchmarking

Step 2-Analysis of Benchmarked Data

Step 3-Identify & Explore Options

Step 4-Implementation & Return on Investment (ROI)

Step 5-Follow-up & Monitoring


You want your organization to thrive. And that means you need to ensure your staff thrive so that they can contribute to organization goals and success.

In leading organizations people know their goals, feel respected and valued, understand their role, and know how to succeed. When you can create these conditions, you increase organizational success and productivity while reducing risk. Effective human capital strategy and practices are also directly related to higher levels of financial and market success.

Every day you and your organization face challenges. Managers know the vision, strategy, and goals yet seemingly minor problems undermine performance. Executives' effectiveness is hindered as small issues devour time and energy. Common symptoms of organizational issues that limit success include:

Vision, strategy, goals, and execution are ambiguous or misaligned

Managers are not consistently effective

The right people are not hired or retained

Performance management is inadequate

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