What is COMPONENTS OF THE RECRUITMENT POLICY

In today’s 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 programs. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

• The general recruitment policies and terms of the organization

• Recruitment services of consultants

• Recruitment of temporary employees

• Unique recruitment situations

• The selection process

• The job descriptions

• The terms and conditions of the employment

A recruitment policy of an organization 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.

·         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. ·         Abides by relevant public policy and legislation on hiring and employment relationship. ·         Integrates employee needs with the organizational needs. 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.