S.No	Basis of comparison	Recruitment	Selection
1	Approach	Approach under recruitment is positive one	Approach under selection is negative one
2	Objective	Inviting large number of candidates to apply for the vacant post	Picking up the most suitable candidates and eliminating the rest
3	Sequence	First	Second
4	Method	It is an economical method	It is an expensive method
5	Contractual relation	It involves the communication of vacancies. No contractual relation is established	It creates contractual relation between employer and employee
6	Process	Recruitment process is very simple	Selection process is very complex and complicated

The following principles are followed at the time of placement of an employee.
(i) Job First Man next :
Man should be placed on the job according to the requirements of the job.
There is no compromise on the requirements or qualifications of the man with respect to job. "Job First, Man next" should be the principles of management.
(ii) Job offer :
The job should be offered to the man based on his qualification.
(iii)  Terms and conditions :
The employee should be made conversant with the conditions and culture prevailing in the organisation and all those things relating to the job.
(iv) Aware about penalties :
The employee should also be made aware of the penalties if he / she commits a wrong or lapse.
(v) Loyality and Co-operation :
When placing a new recruit on the job, an effort should be made to develop a sense of loyalty and co-operation in him, so that he/she may realise his/her responsibilities better towards the job and the organisation.

(i) Preliminary Interview:
This interview is conducted to know the general suitability ofthe candidates who have applied for the job.
(ii) Structure/Guided/Planned Interview :
Under this method, a series of question to be asked by the interviewer are pre prepared by the interviewer and only these questions are asked in the interview.
(iii) Unstructured Interview : This is quite contrary to structured interview. Ihere is no pre-prepared questions. appreciation test (iv) Attitude test
(iv) In depth Interview : This interview is conducted to test the level of knowledge of the interviewee in a particular field intensively and extensively.
(v)Panel Interview :
Where a group of people interview the candidate, it is called panel interview. All panel members ask different types of questions on general areas of specialisation of the candidate.

Ability Test :
(i) A test designed to measure an individuals cognitive function in a specific area such as variety of skills, mental aptitude, problem solving, knowledge of particular filed, reasoning ability, intelligence, etc.
(ii) Thistest is used to find the suitability of a candidate for a given job role. It comprises the following:
(1) Aptitude test :
Aptitude test is a test to measure suitability of the candidates for the post/ role. It actually measures skills sets of the candidates. It helps in predicting the ability and future performance of the candidate. Aptitude test can be measured by the following ways:
* Numerical Reasoning test
* Verbal Reasoning test
* Inductive Reasoning test
* Mechanical Reasoning test
* DiagrammaticReasoning test
* Spatial Reasoning test
* Situational judgment test
* Mental Arithmetic test
* Vocabulary test
* Number sequence test
(2) Achicvement Test :
This test measures a candidate's capacity to achieve in a particular field. In other words this test measures a candidate's level of skill in certain areas, accomplishment and knowledge in a particular subject. The regular examination conducted in educational institution represents achivement test.It is also called proficiency test.
(3)Intelligence Test :
Intelligence tests are one of the psychological tests, that is designed to measure a variety of mental ability, individual capacity of a candidate. The main aim of these tests is to obtain an idea of the person's intellectual potential.
(4) Judgement Test :
This test is conducted to test the presence of mind and reasoning capacity ofthe candidates.
B.Personality Test :
Personality test refers to the test conducted to find out the non intellectual traits of a candidate namely temperamcnt, emotional response, capability, and stability. There is no right or wrong in the test. It comprises the following tests.
(i) Interest Test
(ii) Personality Inventory test
(iii) Projective test / Thematic appreciation test
(iv) Attitude test.