Employees are an asset to an organization; nothing can be achieved without human resources. Every organization strives to intake the best talent and this is possible with a robust recruitment policy.
Formulation and creation of recruitment policy driven by professional experts from the outside or in-house HR department, often trial-and-error experience with applicants, Human resource personnel, and candidates. The motive for the implementation of recruitment policies is the effectiveness of evaluation standards to assess recruitment performance and review procedures.
Recruitment may be defined as the process of attracting the right talent with the right skills, the right attitude, and the right experience. It is one of the very important and most discussed topics of human resources. Recruitment nowhere is used alone. It includes various terms with it, those terms are selection and induction. As per recruitment and selection policy, the process of talent acquisition starts from recruitment and is processed further with selection and continues till induction. We can explain the term selection as well as induction. Selection is the process of choosing the best person for a given position. Recruitment is attraction and selection is to choose. Induction means introducing the person to the position. In other words, we can say the success of the company is based on the right recruitment to a very large extent as the process of recruitment is based on proper strategies.
An organization to survive well must have a concise Recruitment and Selection Policy so that it can have the best talent from a pool of candidates. Having a robust recruitment policy is the first demand of an efficient hiring process. The company must follow the recruitment policy and procedure.
There are various factors that affect the recruitment policy of an organization.
1. Organisation budget and financials
2. Recruitment policy of competitors.
3. Job market conditions.
4. Specific needs of the organization.
5. Government regulations.
6. Employment Policy of the government.
1. Clarity on the need for organization.
2. Clarity in the hiring policy process.
3. Right fit with the organization's culture.
4. Sound Hiring decisions.
5. Make the best use of the Employment policy.
6. Better productivity by following principles of recruitment policy.
7. Better culture. How? It has been answered in the recruitment policy PDF
8. Right budgetary calculations.
9. Clarity on the approach to be taken by all stakeholders.
Disclaimer: The content prepared has been created with the greatest care. These policies have been prepared for sample. However, for accuracy and completeness, hrhelpboard.com cannot guarantee. The user is therefore requested to professionally and professionally check the suitability of all content for its uses.
Employee Recruitment Policy of a Company - Sample 1
The basic objective of a good Recruitment and Selection Policy is to make sure that the right candidate is hired following the right process for hiring and selection. There must be async between the hired candidate and organizational values, philosophy, and goals.
Scope: The Recruitment and Selection Policy applies to all employees who are involved in the hiring process. This policy also applies to all potential job candidates.
The purpose behind the policy is to attract and select the candidate who is outstanding and this requires a sound and systematic recruitment approach.
Below mentioned Principles must be followed while recruiting employees:
The last stage of recruitment process is the induction programme. After the initial written offer is made to the new candidate and is accepted by the candidate after signing the offer letter copy, the joining date for the candidate is confirmed. After confirmation of joining date, Hr prepares the induction programme for the new candidate.
Please note the abovementioned policy sample is an example of an employment policy which can be followed by the company while carrying out its recruitment process. Policy and clauses,however, varies from company to company. Also to be noted the sample above is for the hiring of permanent employees. For temporary employee hiring, below mentioned steps can be taken.
According to the “employee policy for hiring the contractual employee " the recruitment of temporary candidate is done by following below-mentioned guidelines:
The responsibilities of various people involved in the hiring process as per "Hiring Policy” are defined below.
Recruitment & Selection Policy, Procedure – Sample Policy No.2
The major objective of a Recruitment Policy (Internal Hiring Policy) is to:The recruitment procedure is just one of the most basic value included Human Resources Procedures. The employment is particularly crucial for managers in the organization. The managers make use of the employment process intensively, as well as contentment with Human Resources is mostly concerning the fulfillment with the recruitment process.
Purpose of Recruitment Policy: The purpose of recruitment policy is to ensure that rightly skilled and qualified candidate are attracted and hired as it is mandatory for the success of an organisation. To do these right and efficient recruitment Policy methods must be chosen. Its purpose is also to have a recruitment policy wherein recruitment and selection (as per recruitment and selection policy) of candidates is based on fundamental principles which are explained later in the employee policy template.
Eligibility:This recruitment and selection policy applies or includes all positions except the CEO and senior management positions.
1. Our organisation has a commitment towards our section of society towards providing higher standard programmes and services.
2. The company also makes sure to attract right kind of talent by advertising for the vacancies to follow the path of ambition recruitment.
3. The company is also committed towards filling of vacancies through internal job posting as and when appropriate following employment policy.
4.The company is committed towards providing an environment that is free from all kinds of aggressive pressure and intimidation. That gives an exemplary employment policy examples and recruitment policy examples.
5.The company believes in unbiased recruitment and selection and no discrimination is made basis the age, gender, status etc. It believes in providing equal employment opportunity to all applicants and the selection is done based on merit regarding skills, qualification and capability.
In order to make recognition towards following the policy rightly and implementing it correctly within the company the responsibilities lies on senior management, the HR department and the managers and supervisors.
1. To ensure implementation of this employment policy template within the company.
2. To ensure that performance of the company is measured by seeking reports on the real data on a month to month basis.
1. To train all managers and supervisors on the various aspects of recruitment policy.
2. To guide managers and supervisors regarding their role in the recruitment process following the employment policy.
1. To follow the recruitment policy sample completely.
2. Must adhere to correct decision-making.
3. To make sure the correct job description is prepared for the vacant positions to solve the purpose of the recruitment policy.
4. Must have clarity on the staffing level for their department are determined and authorized as per recruitment policy of a company.
Principles of Recruitment Policy
1. Selection will purely be on merit.
2. The information regarding vacancies will be informed to the candidate via internal or external advertisement as per the recruitment policy PDF.
3. Candidates are requested to provide only relevant information as per the job vacancy.
4. All information received from the applicant will be kept confidential.
5. All information provided by the candidate in such a manner that correct decisions regarding the suitability of the profile can be taken.
6. Company ensures that recruitment and selection are conducted in a professional, timely, and responsive manner following the recruitment and selection policy sample.
7. In order to meet with the principles it is ensured that appropriate training and support are given to all employees involved in training and development following principles of recruitment policy.
8. Recruitment and selection must be conducted in a completely professional manner so that the image of the company is enhanced.
9. The company believes in adopting best practices in its recruitment and selection policy sample.
10. The recruitment and selection must happen in a cost-effective manner.
1. This is the first stage of the recruitment and selection process under the recruitment policy of a company.
2. The recruitment and selection process cannot begin until/unless a complete analysis of the need for the role is done.
3. All new roles must have a defined level, grade, and position before the recruitment and selection process begins. Details are mentioned in the employee policy template.
4. All approvals should be in place before the commencement of recruitment and selection procedure as per recruitment policy and procedures.
5. Recruitment should form an important part of staffing strategy.
6. For any assistance in recruitment and selection HR must be contacted to have clarity on recruitment policy.
1. A clear and concise job description must be created.
2. The job description must clearly reflect all aspects of a job.
3. The skills, experience, qualifications, and aptitude required for the particular position should be mentioned in the job description.
1. Job description with all relevant details must be prepared for all the current vacancies or any vacancy foreseen in nearby future. Data can be obtained as per Hiring Policy.
2. All details for a particular vacancy must be posted. Details include the duties and responsibilities for a particular position and the level at which hiring is being done. Is it a permanent position or a contractual one, duration of the job, details on shift timings if any, and the job location?
3. Posting the advertisement internally or externally must be done after drafting the job description.
4. Whenever there is a vacancy, it is the responsibility of the manager to give details on various parameters which include the skill set required, total years of experience, and qualification.
5. If no description is available for a given position it is the responsibility of the manager to draft one and get it approved by the human resource department.
6. In case a new position is created it is the responsibility of the human resource department and the manager to draft details for the position in coordination.
7. Before the recruitment process starts it is the responsibility of HR to check-in if the relevant position details are available or not. Is HR clearly checking the recruitment and selection policy sample?
8. All necessary approvals must be taken in advance before the commencement of the recruitment phase.
9. In case a vacancy can be filled in internally, it is the responsibility of the manager to match the position details with the details of the candidate who can fill in the position. Appropriate approvals should be taken before any such internal movement.
Internal advertising is used when a particular vacancy can be filled with a candidate already working in the company also the manager/supervisor are willing to absorb the talent internally rather than looking for external talent. Mostly internal advertisement is done on the intranet or notice board. However, vacancies can be discussed in meetings as well.
a) To fill in the position through internal advertisement it is necessary to take all the approval first. Managers need to take approval from HOD and HR. Once approved the process of recruitment begins.
b) Once Hr is notified of the internal filling of vacancy by the relevant department,
1. Post the details of the vacancy which include position, skills required, level for which hiring is done, and experience required.
2. Outline the position.
1. The interested candidate can send their CV with a cover letter (n regarding why they want to apply for this position) to the supervisor with all relevant details.
2. The CV is sent for acceptance and processing further.
3. The candidate whose work experience, skills, and qualifications matched the profile is called for an interview.
4. Normal recruitment and selection process is carried out in case of internal advertisement.
An advertisement that is done with a source external to the organization is known as an external advertisement. It is generally done through the internet or by external employment services.
1. External advertisement is used when a particular position can’t be filled in internally.
2. The position is advertised widely.
3. The HR department designs the outline of the external advertisement which carries various details like skills required, experience, qualifications, etc.
4. Once the advertisement is designed, it is sent to the concerned manager for approval.
5. Once approved, HR post the advertisement externally.
6. HR Monitors/Manages the response received through external advertisement and monitors the placement of the advertisement.
7. Normal recruitment and selection process happens after shortlisting of the desired profile.
1. The interested candidates can send their CV to the email address mentioned in the advertisement.
2. CV once received are checked whether it matches the required skill set, experience, qualification, or not. If it matches candidates are called in for an interview.
3. Normal recruitment and selection process follows.
1. Recruitment consultants are used by the organization as one of the sources of external advertising.
2. HR is the first contact point to hire a candidate from a recruitment consultant.
3. The vacancy details and positions are discussed with HR by the hiring manager.
4. These details along with the job description are shared with the recruitment consultant by HR.
5. It is the responsibility of HR to ensure that the recruitment consultant adheres to the company's recruitment and selection policy.
1. HR receives the vacant position details from the managers /supervisors.
2. HR designs the relevant job description and shares it with the recruitment consultant with vacancy details.
3. Recruitment consultant receives the application by posting their advertisement and after initial screening sends it to HR.
4. HR sends the shortlisted profile to the Hiring Manager for an interview.
Screening of application
1. It is the task of an external recruitment consultant to screen the applicant against the given vacant position
2. when recruitment consultant contacted for any vacancy. Resumes are screened against the given vacant position so that decisions can be made regarding the relevant profiles.
3. CVs of the candidate who matches the given profile is shortlisted for an interview.
1. Basic purpose of an interview is to give and get information that helps in making a decision whether a candidate is suitable or not.
2. Every individual has their own interviewing style however there are certain parameters that need to be followed while conducting an interview.
1. Screen the resume well before the interview starts and it will help and make a manager feel more confident and comfortable.
2. Review the resume to check if it meets the following requirements:
a) Basic qualification needed to carry out the job.
b) Total work experience along with specialization in a given area.
c) Skills that are needed to perform a given job and also to check if the candidate possesses some extra skills which can also be required for the given position.
3. Make the environment friendly and comfortable. The candidate must feel the ease in conversation.
4. The interviewer must not get distracted; the interviewer must keep control over the interview so that meaningful discussion happens.
5. Try getting the relevant information by putting in questions that compel candidates to answer all that managers need to know.
6. Interview must not be a generic discussion session where a candidate is sharing only what he/she wants to share instead they must share what the interviewer wants to know.
7. Communication during the interview session must be smooth. All the barriers while answering the question must be removed.
8. The interviewer must try getting all relevant questions answered and all related topics must be covered.
9. If any aspect is still not clear the interviewer should ask the question again by rephrasing it or it can also be done by returning to it in the latter part of the interview session so that clarity is obtained on that particular aspect.
10. Well prepare the stage.
11. Interview must be conducted in a meeting room.
12. There should not be any disruptions due to mobile, laptop, etc.
13. It is generally preferred to have a round table discussion with the candidate so that candidate can have a comfortable conversation with everyone present in the room.
14. There must be a proper introduction of all members of the interview panel and the candidate.
15. The interviewer must try to keep the conversation straight and structured.
16. Body language must be relaxed.
17. Form an agenda.
18. Discuss the duties and responsibilities involved in the job
19. Determine the total time that can take place.
20. Provide the complete Job description of the role and responsibilities of the job to the Candidate.
21. Collect information - the structured questions must be put to the candidate so that all relevant information can be obtained.
22. However some flexibility is required in case some questions arise due to some flexibility in the conversation.
23. Try to get both the positive and negative aspects of the candidate and try to match the requirements.
24. Reserve some time for discussion on general topics.
25. Try to have a discussion on additional skills that candidates possess that have yet not been discussed.
1.)-After the interview is conducted the next important step includes a reference check. It must be ensured that a proper reference check has been done for the candidate before ore offering an offer of employment to him/her.
2.)-Reference checks must be done by HR and they should be done at least by 2 people the candidate has mentioned under reference column of his/her interview form.
3.)-Details of reference must be clearly mentioned in the employee application form for future references.
1. After the selection phase it can be an internal or external candidate who gets shortlisted for the final offer.
2. In case an internal candidate is shortlisted finally, the recruitment manager must inform the HR and head of the department.
3. An internal transfer letter needs to be prepared for the finally selected internal candidate but before documentation, it must take HOD and directors' approval on the same and it needs to be forwarded to the Human resource department.
4. Once approval is received by HR, they will prepare a transfer offer letter. A copy of the transfer offer letter needs to be signed by the employee and returned to HR.
5. The documentation needs to be kept in employee personnel records.
1. In case an external candidate is finally shortlisted the reporting manager must made a verbal offer to him/her.
2. After the verbal offer a written letter of offer will be made to the external candidate.
3. This letter of offer would contain a start date, compensation details, level, designation position and terms and conditions of employment related to the employee.
4. The employee must keep one copy of offer and one duly signed copy with terms and conditions must be returned to HR.
5. The manager is responsible to coordinate with HR to ensure that the necessary documentation, equipments and access privilege are prepared for the new employee.
6. It is the responsibility of HR department to send an induction kit to the new employee.
It is responsibility of HR to notify the unsuccessful candidates that they have not been shortlisted. In case an external recruitment consultant services has been used. HR to notify the recruitment consultant of unsuccessful candidates.
1.Short listing must be done by at least 2 people to avoid any kind of biased approach.
2. The candidate must meet the requirement needed for the particular profile.
3. A member of HR will normally be there in the selection process.
4. All the details regarding the selection must be shared with candidate who includes any kind of tests etc. Minimum 7 days should be given for that.
5. The candidate whether it’s internal or external must be assessed without any kind of baseness. Only the candidate whose skills, experience, aptitude completely matches with the required criteria should be shortlisted. No suppositions to be made.
6. Managers should consult with the HR department if they require any assistance with selection process.
7. References are being checked on the details as shared by the candidate.
8. Any checks which may form part of selection process should be conducted prior to issuing of offer of employment.
It is the final stage of recruitment process. Once successful candidate has accepted the offer of employment and a start date is agreed, HR is responsible for preparing a comprehensive induction programme for new employee
The company reserves the right to revise, modify any or all clauses of this policy depending upon demand of business.
Corporate HR department will be sole authority to interpret the content of this policy.