Recruitment and SelectionRecruitment is defined as a set of organizational actions that provide a pool of candidates with the goal of filling vacancies (Peters, Greer, & Youngblood, 1997). In other words, recruitment is the human resource management practice of establishing diverse sources to attract potential employees who have attributes and skills that will enable the social institution to achieve its objectives (Myers, 2003; Peters et al., 1997) . Effective recruiting consists of careful planning, strategy development, well-designed recruiting actions, and evaluation of previous recruiting strategies (Noe, Hollenbeck, Gerhart, & Wright, 2013). Likewise, personnel policies, recruitment sources, along with recruiter characteristics and behaviors impact recruitment success (Noe et al., 2013). It is also argued that the prestige of institutions, which is influenced by customers, the public and competition, affects the success of this human resource management practice (Myers, 2003). Selection Comparable to recruitment, selection is the human resource management process by which institutions focus on identifying candidates who possess the necessary knowledge, skills, abilities, and other beneficial competencies that will support the institution in achieving its objectives (Noe et al., 2011). Selection is made through six distinct categories, including memberships, promotions, temporary assignments, demotions, training assignments, and reassignments (Myers, 2003). Furthermore, to select appropriate employees, selection decisions must gather valuable information through the use of assessments and evaluation procedures that provide decision makers with relevant information about potential customers' aptitudes for meeting requirements... halfway through the document... ...would you ensure that a project reflects customer needs?, How would you improve an existing project?" (Microsoft, 2014). In addition to interviews, references and background checks, such as employment, education, background criminal and credit investigations, are additional selection methods used by the company (Microsoft, 2014 It is evident that in the 21st century, job opportunities are limited and The war for talent between companies is stronger, but for). attract and select the most intellectual and talented individuals with a passion for technology, Microsoft executes strategic recruiting and selection practices. Microsoft not only provides attractive total compensation packages, successfully brands, conducts college recruiting, provides candidates with suitable applications, but also uses effective screening methods to determine whether candidates are truly a "fit.""”.