The A-Zs of Hiring Glossary

Recruitment and Selection

What Is Recruitment and Selection?

Recruitment and selection is the process of identifying, attracting, and hiring the most qualified candidate for a job opening. It involves a series of steps that begin with identifying the need for a new employee and end with the hiring of the selected candidate.

The recruitment process typically involves creating a job description, advertising the job opening, reviewing resumes and applications, conducting interviews, and checking references. The selection process involves evaluating candidates based on their qualifications, skills, and experience, as well as their fit with the company culture and job requirements.

It is important for organizations to have a well-defined recruitment and selection process in place to ensure that they are hiring the best candidates for the job. This can help to reduce turnover, improve employee retention, and ultimately contribute to the success of the organization.

Recruitment and selection can be a complex and time-consuming process, but it is essential for organizations to invest the necessary resources to ensure that they are hiring the right people for the job.

Why is recruitment and selection important?

Recruitment and selection are important because they help organizations find and hire the right people for the right job. By identifying the skills and qualifications required for a position and then selecting candidates who possess those qualities, organizations can improve their chances of success and reduce turnover rates.

What are some common recruitment and selection methods?

Some common recruitment and selection methods include job postings, employee referrals, recruitment agencies, and social media recruiting. Selection methods may include interviews, reference checks, skills assessments, and background checks.

Recruitment and Selection Dos And Donts


  • Do clearly define the job requirements and qualifications.
  • Do use multiple channels to reach potential candidates, such as job boards, social media, and employee referrals.
  • Do conduct thorough background checks and reference checks.
  • Do treat all candidates fairly and consistently throughout the hiring process.
  • Do communicate regularly with candidates to keep them informed of their status in the process.


  • Don’t make assumptions or stereotypes about candidates based on their race, gender, age, or other characteristics.
  • Don’t rush the hiring process and settle for a candidate who may not be the best fit.
  • Don’t ask illegal or inappropriate questions during the interview process.
  • Don’t discriminate against candidates with disabilities or make assumptions about their abilities.
  • Don’t overlook internal candidates who may be qualified for the position.
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