The given paper analyzes the processes of recruiting and selecting future employees. Recruitment is the process of attracting candidates with necessary competencies, skills and personality traits to a job opening, who will be able to successfully complete their tasks and achieve goals. In recent years the employment strategies have changed significantly. Therefore, the given paper states some of the new candidate attraction trends, as well as two basic sources for the recruitment of employees – internal and external sources, which are explained in more detail. The recruitment of candidates is followed by the selection process. The selection process is a process which results in hiring the candidates that are most likely to succeed in the given job. Furthermore, the paper gives a detailed description of psychological tests, as they are one of the most important and most developed selection instruments. It elaborates interviews, as well, which are the oldest and most widely used sources of information in the personnel recruitment. After a candidate has been chosen for a certain position, he or she goes through the onboarding process. There are two types of onboarding processes – internship (traineeship), designed for graduates getting their first job in their professional field, and the standard procedure, during which experienced employees are introduced into business. They may or may not include a fixed-term probationary period. Since employees bring competitive advantage to organizations, they are the ones who should be motivated. There are monetary and non-monetary incentives, which are also described in more detail. The main goal of the given paper is to analyze human resource management activities together with their specificities, and to illustrate them using two practical examples – Mediatoolkit, a small organization with only 22 employees on one side, and Kraš d.d., a large organization which employs about 2500 people, on the other.