what should be the recruitment policy

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what should be 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 programme. It
may involve organizational system to be developed for

implementing recruitment programmes and procedures by
filling up vacancies with best 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
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.

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.