Recruitment and Selection: Sources, Process, Tests, Interviews and Placement (Overview)

Overview

Recruitment and selection are the key HR activities that bring talent into the organisation. Many exam questions ask you to:

• differentiate recruitment and selection,
• list internal/external sources,
• write steps in recruitment/selection with a simple flowchart,
• mention common tests and interview types.

Learning objectives

You should be able to:

• Define recruitment and selection and differentiate them.
• Explain internal and external sources of recruitment with pros/cons.
• Write recruitment and selection steps in correct sequence.
• Explain selection tests and interview types with guidelines.
• Explain placement and induction briefly.

Meaning: recruitment vs selection

Recruitment is the process of searching for prospective employees and encouraging them to apply for jobs.

Selection is the process of choosing the most suitable candidate from the applicants and offering employment.

Simple idea: Recruitment = attract applicants; Selection = choose the best.

Recruitment: objectives and features

Objectives:

• attract a sufficient number of suitable candidates
• create a talent pool for selection
• reduce hiring cost and time by systematic sourcing
• improve quality of hires and reduce turnover

Features:

• a positive process (increases the number of applicants)
• depends on job requirements (JD/JS) and employer brand

Sources of recruitment (internal vs external)

Internal sources

• promotions and transfers
• internal job posting (IJP)
• employee referrals (sometimes treated as internal/combined)
• re-employment of former employees (retirees/previous employees)

Pros: cheaper, faster, motivates employees, better cultural fit. Cons: may create internal politics, limited fresh ideas.

External sources

• advertisements, company website, job portals
• campus recruitment
• employment exchanges / agencies
• consultants/headhunters
• walk-ins, contractors, social media networks

Pros: wider talent pool, new ideas, specialised skills. Cons: costly, time-consuming, adjustment issues.

Recruitment process (steps + flow)

Steps (typical):

1. identify vacancy and manpower requirement
2. prepare JD/JS and recruitment plan
3. choose sources (internal/external)
4. attract applicants (ads, campus, referrals etc.)
5. receive applications and shortlist

Flow: Vacancy → JD/JS → choose source → attract applicants → applications/shortlist

Selection process (steps + flow)

Steps (typical sequence):

1. preliminary screening
2. application form
3. selection tests (if required)
4. interview (HR + technical)
5. reference checks
6. medical examination (where applicable)
7. final selection and job offer
8. placement and induction

Flow: Screening → Tests → Interview → Checks → Offer → Placement → Induction

Selection tests (types + uses)

Common tests:

• Aptitude tests: numerical, verbal, reasoning
• Technical/skill tests: job-specific skills
• Personality tests: traits, work style
• Situational judgement tests (SJT): responses to job scenarios
• Psychomotor tests: for operational/technical roles

Why tests? To increase objectivity and predict job performance.

Interview: types and guidelines

Types:

• structured vs unstructured
• panel interview
• stress interview (rare; used for high-pressure roles)
• behavioural interview (STAR: Situation–Task–Action–Result)
• technical interview

Guidelines (exam points):

• ask job-related questions based on JD/JS
• use consistent criteria and rating sheet
• avoid biases (halo effect, similarity bias)
• provide clear information about role and expectations

Placement and induction (brief)

Placement: assigning the selected candidate to the right job and department.

Induction/Orientation: introducing the new employee to the organisation, policies, colleagues, and job expectations. Purpose: reduce anxiety, speed up adjustment, improve early performance.

Recruitment vs selection (quick table)

Common exam mistakes (and fixes)

• Mixing recruitment and selection steps: write two separate flows.
• Listing sources without internal/external grouping: add a mini table.
• Writing only “interview” as selection: mention screening, tests, checks and offer.

Quick recap (1-minute revision)

• Recruitment attracts candidates; selection chooses the best.
• Sources: internal (promotion/transfer/IJP) and external (ads/campus/consultants).
• Recruitment flow ends at shortlist; selection flow ends at placement + induction.
• Use tests and structured interviews to reduce bias and improve quality of hire.