Importance of Recruitment and selection?
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To create the atmosphere and environment that one chooses to personify and offer.
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Below is a great article on it.  Good communication, technical skills, and the ability to meet deadlines and get other people to meet them are key.
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Good companies have realized that its major assets are the competent human assets that it holds.\n\nA focussed and well defined HR Policy, covering from recruiting the right people, to training, development and reciprocating HR will ensure success for any company.\n\nWhat you have asked is a complete semester study program and is too vague to comment in such a short space but nevertheless, in a nut shell:\n\n1. Focussed, clear and objective job descriptions is a start.\n\n2. The advancement levels and pre-requisites for each job.\n\n3. Basic ingredients required by the successful candidate.\n\n4. Recruiting the right candidate.\n\n5. Providing adequate training and support.\n\n6. Provide opportunties for HR growth and polishing skills.\n\n7. A clear and healthy compensation plan.\n\n8. A clear and conducive serevence policy.\n\n9. A well-defined reward and accountability policy.\n\n10. Clearly understand, IT IS PEOPLE WHO MAKE COMPANIES BIG OR SMALL & IT IS PEOPLE WHO HELP COMPANIES ACHIEVE OBJECTIVES.\n\nThink of it this way: Your best friend is your body, if you look after it well, you can do what you want, if your body gives way then it is all a dream that remains. But for the body to function well, you should sharpen your mental skills, improve your health conditions, employ discipline etc.
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Reliability and Validity of Personal Selection process helps to ensure that whatever is gauged (measured) in this process should be applied to practical work in job.\n\nA crude example can be that if a person scores high on financial skills but performs poorly in finance department, it means the tests were not reliable and/or valid
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I think it is important to have good eye contact.  I would prefer that the person doesn't take notes and ask questions pertaining to the topic at hand not something covered 15 minutes ago.  If you come across something you don't understand ask immediately so you aren't thinking about a topic that was covered 10 minutes ago and missing all the new information.  I also think it is important to be yourself because you really don't know what the company is looking for regarding your personality and if you try to guess you will end up in a company that is not conducive to your way of life. I would do plenty of research.  Many of the individuals that interview don't know everything about the company and if you teach them something without making them feel stupid you are ahead of everyone else.
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It's who you know, and who knows you.\n\nThere is no one so brilliant that they can look at a pile of resumes  or a room full of applicants and unerringly pick out the "most qualified" from either group.  Some resumes do a poor job of representing the job seeker, and some people freeze during interviews.\n\nThat's why people hire people they know - the "known quantity" takes some of the risk out of being dazzled by a dishonest resume or a fast talker.\n\nNo person or organization is perfect.  Yes, it could be better if the "best qualified" person always got the job.  But, it doesn't always happen. Welcome to reality.
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Structured Interviews, as you would've already laid the skeleton for your thoughts and views, you will not hear (or ignore) some information, which could be useful or be the key. However, i guess this wil depend on personal experience and habits.
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Employee Referral !\n\nHR survey 2006 at Bharati showed result that 66% of recruitment was done thro Employee Referral.
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You not knowing what youre looking for is the best position to be in, because when you meet someone you will instinctively know whether it is worth pursuing or not. Conversation and personality will flow automatically without you judging or marking a check list and they will either push your buttons or not lol. You'll know it when you find it.
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I'm a manager and don't necessarily find "value" (of an applicant) in a sense of urgency.  But, I do like to see motivation, ambition, passion, and drive.  Worded incorrectly, those can appear "desperate".
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Yes and No. Because there are variables like unemployment and the job pool of qualified applicants. If the job is very technical and requires special skills or training it will be harder to fill those positions. If the position requires no special training or skills then planning for the long term will help to fill vacancies quickly.
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Not all the people are placed. It is better to have some experience in the field to get a first assignment. A traineeship with a senior is also a good solution.\n\nSAP business is going well. Especially for people with at least 2 years experience.
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Drafting is good because everyone is in the same boat.\n\nAll have the opportunity to serve in some capacity.\n\nTrue, your birthdate will determine whether or not you are called up, but it allows for a better cross-section of society, instead of volunteers, which may not always be the best that you could get.
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I don't keep numbers of this sort, but I do read the newspaper, daily.  Two days ago, the army indicated that it had surpassed it's last recruiting quota.  All of the other services have had no trouble meeting quota.  The army has always had the biggest challenge because of it's size,  I believe the army may have relaxed some of its criteria for recruitment.  This certainly would have helped it to achieve its numbers.  No, this isn't a guess, unless the newspapers are getting bad info.
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Everything the application asks for is important. They all usually have equal weighting, because they are looking for well-rounded individuals. For example, if they have only 1 spot left and must choose between someone with a 4.0 GPA and no extracurriculars, or someone with a 3.5 GPA but is a club officer and does volunteer work, they will probably go with the latter.
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To raise the standards of the institution doing the recruiting.
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Several placement companies have told me it is preferable to those hiring for a candidate to be clean shaven.  However, if you are partial to facial hair, keep it well-groomed.