September 2019


Sahil Nayar

If one were to keep processes and technology aside, then recruitment is all about people – and, guess what? Inherently, most people are hilarious! Nothing like the pressure of a job interview to bring out the most awkward, silly and mystifying behaviour in us. So, while we often celebrate the victories – perfect referrals, nailing your LinkedIn search on the first try, the candidate saying yes as soon as they are offered the job – let’s take some time to get to the basics.



Many a time I have noticed even the best using recruitment and selection interchangeably. In very simple terms, recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organisation) for a job opening, in a timely and cost-effective manner. The recruitment process includes analysing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring and integrating the new employee in the organisation.


Hiring for the right talent is incomplete without a thorough job analysis before recruiting someone and a periodic job evaluation later. Job analysis is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information about organisations which helps to determine which employees are the best fit for specific jobs. Through job analysis, we can understand what the important tasks of the job are, how they are carried out and the necessary human qualities needed to complete the job successfully.


A job evaluation is a systematic way of determining the value / worth of a job in relation to other jobs in an organisation. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. 


Job evaluation needs to be differentiated from job analysis. Every job evaluation method requires


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