The recruiting policy outlines the recruitment objectives and offers a framework for the recruitment program's implementation in the form of procedures. It could entail adhering to broad standards like filling openings with the most qualified candidates. The level of internal promotion, the company's attitudes about hiring aged, disabled, and minor people, minorities group members, part-time workers, and relatives of current employees are all topics covered by the recruitment policy.
In addition, the recruitment policy may include the organisation system that will be built in order to carry out the recruitment programme and procedures. Explicitly, a company's organisational system is a function of its size. In smaller businesses, informal recruiting processes may be used, and the line official may be accountable for this job in addition to their other duties.
In larger organisations a staff unit associated with personnel or an industrial relations department designated as an employment or recruitment office is frequently present. Staff personnel can become highly experienced in recruitment strategies and their evaluation as a result of this specialty in recruitment.
However, recruitment remains a line responsibility insofar as personnel requisition forms are created by line employees, who also have the final say in whether an applicant is accepted or rejected. Despite this, staff people have sufficient discretion over the sources of manpower to be tapped and the procedures to be followed in doing so.
The following areas are covered by the recruitment policy:
- To specify the level of importance whether you're working inside or outside the company, there's a place for you.
- To determine how much weight will be given to particular groups of people, such as the local population, physically disabled personnel, personnel from scheduled tribes, and persons from other backward classes.
- To specify whether unit-level recruitment should be centralised or decentralised.
- To define the level of flexibility in terms of age, qualifications, pay structure, and other service requirements.
- To specify the individuals who will be participating in the recruitment process, as well as the responsibility of the human resource department.
- To establish a budget for meeting the costs associated with completing the recruitment process.
Requirements for a Good Recruitment Policy
- It should be consistent with the organization's general personnel policies
- It should be flexible enough to meet the changing needs of the organisation
- It should be designed to ensure long-term employment opportunities for employees so that the organization's goals can be met and it should develop the potentialities of employees
- It should connect employee qualities to the demands of the work for which they are recruited
- It should emphasise the importance of conducting a job analysis
