Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy or code of conduct ensures 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.
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 regardless being biased.
- 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.
Recruitment Policy consists of following components.
- Objective (Manpower Requisition form filled by the Department Head)
- Different Profiles (Job Description /Skills/No. of people required).
- Salary Structure for each Profile
- Recruitment Budget
- Source of Hiring (Advertisement, Consultants, Employee Reference, Job Portals)
- Interview Panel (Interview & Selection)
- Issuing Offer Letter
- Completing the Documentation(personal File)
Factors affecting recruitment policy
- Organizational objectives
- Personnel policies of the organization and its competitors.
- The organization’s image in the community, market place and labor market, its employer brand and identities as an employer.
- The human resource plan and subsiding plans.
- Fairness, courtesy and Professionalism in dealing with applicant
- Legislation and regulations offering – Terms and condition, Equal opportunities, Labor mobility.
- The cultural values of the organization as well as national culture.
- Preferred sources of recruitment.
- Recruitment costs and financial implications.