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1
Recruitment and selection 
The process of recruitment should be part of the organisation's human resource plan. People are a major 
organisational resource and must be managed as such. 
1.1 Overview of recruitment and selection 
Effective recruitment practices ensure that a firm has enough 
people with the right skills
. 
The 
overall aim of the recruitment and selection process 
in an organisation is to obtain the quantity and 
quality of employees required to fulfil the objectives of the organisation. 
This process can be broken down into three main stages. 
(a) 
Defining requirements
, including the preparation of job descriptions, job specifications and 
person specifications (or personnel specifications). 
(b) 
Attracting applicants
, including the evaluation and use of various methods for reaching 
appropriate sources of labour (both within and outside the organisation). 
(c) 
Selecting
the appropriate candidates for the job, or the appropriate job for the candidate. 

Recruitment
 
is the part of the process concerned with finding applicants: it is a positive action 
by management, going into the labour market (internal and external), communicating 
opportunities and information, and generating interest. 

Selection
 
is the part of the employee resourcing process which involves choosing between 
applicants for jobs: it is largely a 'negative' process, eliminating unsuitable applicants. 
In times of low unemployment, employers have to compete to 
attract
desirable categories of labour. In 
times of high unemployment, and therefore plentiful supply the problem is not in attracting candidates, 
but in deciding the best way to 
select
them. In times of low demand for labour, however, socially