FACTORS AFFECTING RECRUITMENT Recruitment Policy of a Company In today’s rapidly changing business environment, a will defined recruitment policy is necessary for organizations to respond to its human resource requirement in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the talent pool for the selection ofthe right candidate at the right place quickly. 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 recruitmentprogramme. It may involve organizational system to be developed for Implementing recruitment and procedures by filling up vacancies for implementing recruitmentprogrammers with best qualified people. EXTERNAL FACTORS Recruitment policy Human resource planning Size of the firm Cost of recruitmentGrowth and expansion EXTERNAL FACTORS Supply and demand Labour marketImage/Goodwill Political-Social- Legal EnvironmentUnemployment rateCompetitors
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o Recruitment management system helps to communicate and create healthy
relationship with the candidates through the entire recruitment process.
The recruitment management system (RMS) is an innovative information
system tool which helps to sane time and costs of the recruiters and improving the
recruitment processes.
Recruitment Strategies
Recruitment of the most crucial roles of the human resource professionals. The level
of performance of and organization depends on the effectiveness of its recruitment
function. Organizations have developed to follow recruitment strategies to hire the
best talent for their organization and to utilize their resources optimally. Asuccessful recruitment strategy should be well planned and practical to attract more
and good talent to apply in the organization.
For formulating an effective and successful recruitment strategy, the strategy
should cover the following element:
(1) Identifying and prioritizing jobs requirements keep arising at various levels
in every origination: it is amount a never – ending process. It is impossible to fill all
the positions immediately. Therefore, there is a need to identify the positions
requiring immediate attention and action. To maintain the quality of the
recruitment activities, it is useful to prioritize the vacancies whether to focus on all
vacancies equally or focusing on key jobs first.
(2) Candidates to target the recruitment process can be effective only if the
organization completely understands the requirements of the type of candidates
that are required and will be beneficial for the organization. This covers the
following parameters as well:
A. performance level required: Different strategies are required for focusing on
b. Experience level required: the strategy should be clear as to what is the
experience level required by the organization. The candidate’s experience can range
from being a fresher to experienced senior professionals.
C. Category of the candidate: the strategy should clearly define the target candidate. He/She can be from the same industry, different industry, unemployed,
top performers of the industry etc.
(3)Sources of recruitment the strategy should define various sources (external and
internal) or recruitment.Which are the sources to be used and focused for the
recruitment purposes for various positions. Employee referrer is one of the most
effective source of recruitment.
(4) Trained recruiters the recruitment professionals conducting the interviews and
the other recruitment activities should be well trained and experienced conducting
the activities. They should also be aware of the major parameters and skills (e.g.:
behavioral, technical, etc) to focus while interview and selecting a candidate.
(5) How to evaluate the candidates the various parameters and the ways to judge
them i.e the entire recruitment process should be planned in advance. Like the
rounds of technical interviews, HR interviews, return tests, psychometric tests, etc.
HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to
find and match the best potential candidate for the organization, diplomacy,
marketing skills (has to sell the position to the candidates) and wisdom to align the
recruitment process for the benefit of the organization. The HR professional
handling the recruitment function of the organization are constantly facing newchallenges. The biggest challenge for such professionals is to source or recruite the
best people or potential candidates for the organization.
In the last few years, the job market has undergone some fundamental
changes in terms of technology, sources of recruitment, competition in the market,
When necessary, we also meet with / discuss with relevant managers and
colleagues the candidate will work together with it.
The better we understand the human and organizational context, the more efficient
we will be in finding, evaluating and putting forward the right candidates.Throughout the recruitment assignment, we will keep you regularly updated
through return and / or verbal reports, including O/s of identified candidates.
It is very important to have timely and concise feed back to enable us to refine our
search even further; it is equally important that we are kept up to date with any few
decisions or company changes that could have an impact upon ourselves for
appropriate candidates.
SEARCH FOR CANDIDATES
The two main search methods are
(1) Head hunting:-
a) We jointly establish a list of target companies within there is a high probability of
finding the candidate profile to be recruited. This is followed by the identification of
relevant candidates within each of these companies.
B) We source candidates through our established network of contacts within theindustry. Our specializations in the telephone and Internet sectors enables us to
identify candidates in a quick and efficient manner.
c) Advertising:-
Either through press ads or advertising on selected Internet sites. In each case, We
will prepare the ad text, and propose a relevant media plan, both of which are
submitted to your approval.
CANDIDATE INTERVIEWA AND EVALUATION
Candidates who have passed our initial selection process are invited for to face in-
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations. Recruitment
process involves a systematic procedure from sourcing the candidates to arrangingand conducting the interviews and requires many resources and time. A general
recruitment process is as follows:
Identifying the vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
o Posts to be filled
o Number of persons
o Duties to be performed
o Qualifications required
o Preparing the job description and person specification.
o Locating and developing the sources if required number and type of
employees (Advertising etc)
o Short-listing and identifying the prospective employee with required
characteristics.
o Arranging the interviews with the selected candidates.
1. Some one should have the authority to select. This authority comes from the
employment requisition, as developed by an analysis of the work load and work
force.
2. There must be some standard of personnel with which a prospective employeemay be compared, i.e. a comprehensive job description and job specification should
be available beforehand.
3. There must be a sufficient number of applicants from whom the required
number of employees may be selected.
Significance of selection process
Selection of personnel to man to organisation is a crucial, complex and continue
function. The ability of an organisation to attain its goals effectively and to develop
in a dynamic environment largely depends upon the effectiveness of its selection
programme. If right personnel are selected, the remaining functions of personnel
management become easier, the employee contribution and commitment will be at
optimum level and employee relations will be consumption. If the right person is
selected, he is a valuable asset to the organisation and is faulty selection is made.
The employee will become a liability to the organisation.
Factors affecting selection decisions
The goal of selection is to short out or eliminate those judged unqualified to meet
the job and organisation requirements, where as the goal of recruitment is to create
a large cool of persons available and willing to work. Thus, it is said that recruitment
tends to be positive while selection tends to be some what negative.
A number of factors affect the selection decisions of candidates. The
(i) Profile matching: Tentative decision regarding the selection of candidates (who
are known) is taken in advance. The scores secured by these known candidates in
various tests are taken as a standard to decide the success or failure of other
candidates at each stage. Normally the decisions about the known candidates istaken at interview stage. Possible care is also taken to match the candidates’ bio
data with the jobs specifications.
(ii) Organisational and social environment: some candidates, who are eminently
suitable for the job, may fail as successful employees due to varying organisation
and social environment. Hence candidates specifications must match with not only
job specifications but also with organisational social environmental requirements.
(iii) Successive hurdles: In this method hurdles are created at every stage of
selection process therefore, applicants must successfully pass each and every
screening device in case of successive hurdles as shown in figure 5.1
(iv) Multiple correlations: Multiple correlations is based on the assumptions that a
deficiency in one factor can be counter balanced by an excess amount of another. A
candidate is routed through all the selection steps before a decision is made. The
composite test score index is taken into accounting the selection tests. Hence, for
broader line cases multiple correlation method is useful and for other successive
hurdles method is useful.
Selection Procedure
There is no standard selection process that can be followed by all the companies in
all the areas. Companies may follow different selection techniques or methods
depending upon the size of company, nature of the business, kind and number of
persons to be employed, government regulation to be followed etc. Thus, eachcompany may follow anyone or the possible combinations of methods of selection in
the order convenient or suitable to it. Following are the selection methods generally
Selection procedure employs several methods of collecting information about
the candidate's qualifications, experience, physical and mental ability, nature and
behavior, knowledge, aptitude and the like for judging whether a given applicant is
or is not suitable for the job. Therefore, the selection procedure is not a single act but is essentially a series of methods or stages by which different types of
information can be secured through various selection techniques. At each step, facts
may come to light which are useful for comparison with the job requirement and