In business, theories are significant because they provide the basis for a key relationship. They are affective in transmitting the strategies to be adopted to process and evaluate the work or task. In the selection process various theories or approaches are implemented by different organizations to recruit a candidate for a specific job. To avoid poor results, the selection process involves a two-way method in which both the candidate and the organization are able to explore the interests and expectations to be met. This essay will focus on two dominant theories of traditional selection as too simplistic and process-based approaches as complex to assess the suitability of a specific person for an explicit job by comparing and contrasting each approach in various aspects. In this way, the process approach to selection tends to result in more precise and clear expectations for both the candidate and the organization. The traditional approach to selection is referenced on the basis of the organization to ensure that the job specifications/requirements are closely related as possible to find the best candidate fit to those requirements. Evidently, failure to hire the “right person” results in high staff turnover, low morale, low productivity disciplinary problems, and so on. (Leopold and Harris, 2009). Furthermore, as White, C (2004) states that due to the diverse nature of some jobs and organizations, which changes dramatically, an individual's psychological differences such as motivation, emotions and personality will influence individuals to be suitable for some rather than others . Leopold and Harris (2009) continue to state that the traditional approach encourages this phenomenon and highlights the importance of ensuring that recruitment processes are systematic to achieve strategic objectives. However, the emphasis on recruitment… half of the paper… Billsberry, J. (2000) Finding and Keeping the Right People, 2nd edition, Prentice Hall, London, Dawson, P. 1994, Organizational Change: A Process Approach . Chapman, LondonJ, Scheid 2010, A traditional approach to human resource management, Bright Hub, Leopold and Harris 2009, Strategic human resource management, 2nd edition, Pearson Education. Mortimer, D. and Leece, P 2002, Searching for a theoretical focus: Human resource management or employment relations: International Review of Employment Relations, vol. 8 (2), AustraliaMortimer, D and Ingersoll, L (compilers) 2010, Human Resource and Industrial Relations Management, 2nd edition, Pearson Custom Publishing, SydneyWhittington, R. 1993. What is strategy and what matters. Routledge Series in Analytical Management. Routledge, London.White, C (2004) Strategic Management. Palgrave Macmillan