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Recruitment Policy Of a Company

In todays rapidly changing business environment, a well defined recruitment

policy is necessary for organizations to respond to its human resource

requirements in time. Therefore, it is important to have a clear and concise

recruitment policy in place, which can be executed effectively to recruit the best

talent pool for the selection of the 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 recruitment and provides a framework for implementation

of recruitment programme. It may involve organizational system to be developed for

implementing recruitment programmes and procedures by filling up vacancies withbest qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

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.

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Need of the organization.

Recruitment costs and financial implications.

A recruitment policy of an organisation should be such that: It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and

respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage 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.

Abides by relevant public policy and legislation on hiring and employment

relationship.

Integrates employee needs with the organisational needs.

What are the essentials of good recruitment policy

The principal elements of a sound recruitment policy are as follows:

(i) Identification of recruitment needs i.e., manpower planning

(ii) Preferred sources of recruitment

(iii) Criteria of selection and selection techniques

(iv) Cost of recruitment and selection

(v) Role, if any, assigned to the union in the formulation and implementation of recruitment

and selection policies.

Following are the prerequisites of a good recruitment policy:

(1) It should be in conformity with its general personnel policies if any or organisation's

objectives.

(2) It should be flexible enough to meet the changing needs of an organisation.

(3) It should be so designed as to ensure employment opportunities for its employees on a

long term basis so that the goals of the organisation should be achievable and it should

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develop the potentialities of employees.

(4) It should match the qualities of employees with the requirements of the work for which

they are employed.

(5) It should highlight the necessity of establishing job-analysis.

(6) It should assure employees of fairness in all employees of fairness in all employment

relationships including promotions and transfers.