Our research focuses on recruitment as social process where intervene people, special behaviours, different institutions (religious, militant, professional...). Within the context of this paper, we are specially interested in professional recruitment in the labour market. The aim of recruitment process is to allow people to become a member of a firm, a member of the Civil Service. Moreover, individuals are affected on specific posts in the labour market. Different works on sociology (Bourdieu, 1992), economic management (Bosc, 2001) and labour sociology (Iribarne d', 1993) have studied French social history and the structuring of labour market and demonstrated that our society and more particularly the labour market is structured by a social stratification, which is determinate social classes and specific individual position. General hypothesis is that the social recruitment process contribute to perpetuate social differences. In the methodological way, a questionnaire has been used in order to answer recruitment's actors about their practises and more particularly on circumstances of the decision-making and about their social representation of the importance of different criteria. From an analysis which gives us the definition of main criteria of situation vacant profiles the questionnaire has been elaborated. It is composed of three parts, identity 'actors is the first one, the progress of recruitment the second part, and at last we propose to the actors to estimate the importance degree of criterion (initial education, continuing education, standard, diploma certificate, professional experience, motivation, nationality' candidate, sex, age...) on a scale graduated from 0 (less important) to 10 (more important), three hundred people have answered to this questionnaire. The results of the study show recruitment practices are differentiated according to the level of qualification and according to the graduates too. Indeed, when an individual stand as a candidate to a lower position post, the progress of recruitment is simple while in the case of a higher post, there is a complex recruitment process. In this last case, candidates deserve undivided attention but in the first case, few of attention is given. Moreover, statistical treatment show us it may exist differences in the position of recruitment criterion. Degrees will be very important in the making-decision recruitment when individual is candidate to a position of responsibility than in the other cases. Nationality and age 's candidate appear as discriminant criterion, even if French laws prohibit racial discrimination notably. We will present the most characteristic results of our research about Some elements of bibliography: BOURDIEU P. (1992), Reponses...Pour une anthropologie reflexive, Paris, Le Seuil, BOURDIEU P. et PASSERON JC. (1970), La reproduction. Elements pour une theorie du systeme d'enseignement, Paris, Ed. de Minuit, BOURDIEU P. (2000), Les structures sociales de l'economie, Paris, Ed Liber Raisons d'agir, BOSC S. (2001), Stratification et transformation sociales, 4eme Edition, CHAPOULIE S. (1987), Approche sociologiques des classes sociales, 2eme edition, Ed. Hatier, Iribarne Ph. D' (1993), la logique d'honneur : gestion des entreprises et traditions nationales, Paris, Ed. du Seuil.