Recruitment Policy

Recruitment Policy of any organization is derived from the personnel policy of the same organization. A recruitment policy governs the way an employer attempts to fill vacant staff positions.

Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

A proactive recruitment policy involves continuously identifying suitable job candidates for positions, regardless of whether the positions are currently filled. Organizations that proactively recruit often hire surplus employees and put them through training so that they can immediately step in to positions that become vacant. This enables these organizations to avoid slowdowns in production caused by key personnel vacating positions.

Depending on the complexity of the job it can take weeks or months to hire a new employee, so proactive hiring enables firms to avoid extended periods of operating with staff shortages.

Components of the Recruitment Policy:

  • The general recruitment policies and terms of the organization
  • Recruitment of temporary / permanent employees
  • The job descriptions
  • The selection process
  • Recruitment services of consultants
  • The terms and conditions of the employment

Factors affecting Recruitment Policy:

  • Organizational objectives
  • Personnel policies of the organization and its competitors
  • Government policies on reservations
  • Preferred sources of recruitment
  • Need of the organization
  • Recruitment costs and financial implications.

A recruitment policy of an organization should be such that:

  • To aid and encourage employees in realizing their full potential.
  • It should focus on recruiting the best potential people.
  • Recruitment policy should be unbiased.
  • Transparent, task oriented and merit based selection.
  • Weight age during selection given to factors that suit organization needs
  • Optimization of manpower at the time of selection process.
  • Defining the competent authority to approve each selection.
  • Integrates employee needs with the organizational needs.
  • Abides by relevant public policy and legislation on hiring and employment relationship.
  • To ensure that every applicant and employee is treated equally with dignity and respect.

 

 

 

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