The recruitment and selection is one of the most important parts of any organization. A good candidate during the recruiting can become an asset of the recruiting organization. At another side of the same coin a bad selection during the recruiting process can become toxic to an organization and its’ work environment. Recruitment policy specifics the objectives of recruitment and provides a framework for their implementation of the recruitment programmer. It may involves commitment to principles such as enriching the origination’s human resources by filling vacancies with best qualified people, attitude towards recruiting handicaps, minority, groups, women, friends and relatives of present employee, promotion from within. It may also involve the organizational system to be developed for implementing the recruitment programmer and procedures to be employed.
A recruitment policy involves the employer’s commitment to such general principles as; to find and employ the best qualified persons for each job; to retain the most promising of those hired; to offer promising opportunities for life-time working careers; to provide facilities and opportunities for personal growth on the job.
A properly planning and systematic recruitment policy is necessary to minimize disruption of work due to changes in employees and to secure equitable distribution of employment opportunities. A well-considered and pre planned recruitment policy based on the goals, need an environment of the organization will help to avoid hasty or ill conceived decisions and help to man the organization with the right kind of personnel. The factors affecting recruitment policy include organizational objectives, human resources policies of the organization and of its competitors, government policies on reservation and sons of the soil, preferred sources of recruitment, organization’s recruitment needs, recruitment costs and financial implications, selection criteria and preferences, etc.
There are several pre re requisites of a good recruitment policy. It should; (i) abide by relevant public policy and legislation on hiring and employment relationship; (ii) provide employees with job security and continuous employment; (iii) integrate organizational needs and employee needs; (iv) provide each employee with freedom and opportunity to utilize and envelop knowledge and skills to maximum possible extent; (v) treat all employees fairly and equitably in all employment relationships; (vi) provide suitable jobs and protection to handicapped, women and minority groups; (vii) encourage responsible trade unions; (viii) be flexible enough to meet the changing needs of the organization.
Recruitment and selction policy bing the most difficult part of any organization as human resources are the key to success and failure. Many constraints are always there during this process a better recruitment policy alwys help any organization to head towards to goal of a company. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance.
By Rajeev Dutraj,
Assistant Professor of Law
