Performing the perform of recruitment i.e., growing the choice ratio, shouldn’t be as straightforward as it seems to be. This is because of the hurdles created by the internal factors and external factors that influence an organization. The first activity of executive recruiting i.e., searching for prospective employees is affected by many factors like organizational policy concerning filling up of sure percentage of vacancies by internal candidates, native candidates, affect of trade unions, authorities rules relating to reservations of certain number of vacancies to candidates based on community/region/sex.

As such, the management is just not free to search out out or develop the supply of desirable candidates and alternatively it has to divert its energies for developing the sources within the limits of these factors. The opposite activity of executive recruitment is affected by the interior factors similar to working conditions, promotional opportunities, wage levels, type and extent of benefits, image of the organization and ability and skill of the management to stimulate the candidates.

It is also affected by external factors like personnel insurance policies and practices of various organizations together with working conditions, wage, benefits, promotional opportunities, and career opportunities in other organizations. However, formulating sound policies can decrease the degree of complexity of recruitment function.

The recruitment policy of any group is derived from the personnel coverage of the same organization. In other words, the former is a part of the latter. Nonetheless, recruitment coverage by itself should take into consideration personnel policies of other organizations relating to merit, internal sources. Recruitment coverage ought to commit itself to the organization personnel policy like enriching the organization human resources or serving the community by absorbing the disadvantaged people of the society. Motivating the staff by means of internal promotions and improving the worker loyalty to the organization by absorbing the retrenched or laid off workers or short-term employees or dependents of former employees.

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