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WHERE IS THE DEMARCATION LINE BETWEEN RECRUITMENT & SELECTION:
It is observed that an MNC is collecting all sorts of information on the Date of Interview. And once the Interview is cracked, the HR immediately asks the documents from the successful candidates. The HR has no intention of selecting all the successful candidates, but will shortlist among those candidates, after the HR Rounds. (Or may not select anyone, based on the urgency of the requirement)
My query being - even BEFORE issuing the Offer Letter, is the company 'legally authorized' to collect copies of the documents like: PAN Card, Passport, ITRR, Salary BreakUp/Slips, Previous Company's Appointment/Appraisal Letter, Education Certificates, Form-16, Organization ID and more importantly the 'Information Release Form' that authorizes the company to conduct verification on me, without me yet being a part of the company. There are many other less intimidating personal informations like Marital Status, phone numbers of Families/References, Address etc
I would like to emphasize again that the info is collected WITHOUT an Offer, and purely on a 'candidacy' basis just after the Interview process.
I believe it is not ethical to database the personal information of people who are not a part of the company. However, I am interested in the legality of it.
From India, Mumbai
It is observed that an MNC is collecting all sorts of information on the Date of Interview. And once the Interview is cracked, the HR immediately asks the documents from the successful candidates. The HR has no intention of selecting all the successful candidates, but will shortlist among those candidates, after the HR Rounds. (Or may not select anyone, based on the urgency of the requirement)
My query being - even BEFORE issuing the Offer Letter, is the company 'legally authorized' to collect copies of the documents like: PAN Card, Passport, ITRR, Salary BreakUp/Slips, Previous Company's Appointment/Appraisal Letter, Education Certificates, Form-16, Organization ID and more importantly the 'Information Release Form' that authorizes the company to conduct verification on me, without me yet being a part of the company. There are many other less intimidating personal informations like Marital Status, phone numbers of Families/References, Address etc
I would like to emphasize again that the info is collected WITHOUT an Offer, and purely on a 'candidacy' basis just after the Interview process.
I believe it is not ethical to database the personal information of people who are not a part of the company. However, I am interested in the legality of it.
From India, Mumbai
[
NICE EXPLANATION.
THANKS
QUOTE=Vyakhya;62992]Hi Charles,
Recruitment and Selection are two intereraletd function but yet different
Recruitment comes first and is followed by Selection.
Recruitment is positive process while Selection is a negative process.
Recruitment is calling large pool of candidates while Selection is choosing the suitable candidate.
These are the major difference that I know
Regards
Srishti[/QUOTE]
From India
NICE EXPLANATION.
THANKS
QUOTE=Vyakhya;62992]Hi Charles,
Recruitment and Selection are two intereraletd function but yet different
Recruitment comes first and is followed by Selection.
Recruitment is positive process while Selection is a negative process.
Recruitment is calling large pool of candidates while Selection is choosing the suitable candidate.
These are the major difference that I know
Regards
Srishti[/QUOTE]
From India
Hi samita ji i m totally agree with u r question, i personally feel recruiters knows that is demand is more than supply. That is why they do like this,but there is not any law to stop this.
From India
From India
Hai Charles this is Trinadh
Actually what is our HR Family memebers said that is absolutely correct And i will also tell some meaning of Recruitment and Selection in a single line and i think these are very helpfull to u to understand please see as follows
RECRUITMENT:
Recruitment Means searching for the candidates and stimulating them to apply the job.
SELECTION:
Selection Means sellection will be made based on the candidate skills,Knowledge,Qualification,Physical Appereance and other Unique qualities relating to the job.
My Dear Seniros if i post any Mistakes please excuse me and tell me the right answer
and if my post is alright please APPRCIATE me because i am fresher and newly joined as a HR
From India, Hyderabad
Actually what is our HR Family memebers said that is absolutely correct And i will also tell some meaning of Recruitment and Selection in a single line and i think these are very helpfull to u to understand please see as follows
RECRUITMENT:
Recruitment Means searching for the candidates and stimulating them to apply the job.
SELECTION:
Selection Means sellection will be made based on the candidate skills,Knowledge,Qualification,Physical Appereance and other Unique qualities relating to the job.
My Dear Seniros if i post any Mistakes please excuse me and tell me the right answer
and if my post is alright please APPRCIATE me because i am fresher and newly joined as a HR
From India, Hyderabad
Recruitment
It is an activity of establishing contact between employers and applicants. It encourages large number of Candidates for a job. It is a simple process. The candidates have not to cross over many hurdles. It is a positive approach. It proceeds selection. It is an economical method.
Less time is required.
Selection
It is a process of picking up more competent and suitable employees. It attempts at rejecting unsuitable candidates. It is a complicated process. Many hurdles have to be crossed. It is a negative approach. It follows recruitment. It is an expensive method. More time is required.
From India, New Delhi
It is an activity of establishing contact between employers and applicants. It encourages large number of Candidates for a job. It is a simple process. The candidates have not to cross over many hurdles. It is a positive approach. It proceeds selection. It is an economical method.
Less time is required.
Selection
It is a process of picking up more competent and suitable employees. It attempts at rejecting unsuitable candidates. It is a complicated process. Many hurdles have to be crossed. It is a negative approach. It follows recruitment. It is an expensive method. More time is required.
From India, New Delhi
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HRM recruitment and selection FINAL.doc
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