Factors Affecting Recruitment - Recruitment and Selection

What are factors affecting recruitment?

Recruitment is a significant purpose of the Human Resource Management in a business, and it is ruled by a combination of numerous factors. Active HR Professionals must understand these factors manipulating the recruitment and take required actions for the improvement of the business.

At times when market condition changes, the organization also wants to screen these alterations and learn how it have emotional impact the incomes and analyze these functions for making recruitment an real process.

We have Internal Factors as well as External Factors that effect the recruitment procedure. In this chapter, we will be debating these factors in detail.

Internal Factors

Organizations have control over the internal factors that affect their recruitment functions. The internal factors are −

  • Size of organization
  • Recruiting policy
  • Image of organization
  • Image of job

Size of Organization

The most significant issues moving the recruitment process are to expand the size of the organization, recruitment planning is compulsory for hiring more resources, which will be handling the future operations.

Recruiting Policy

Signing from internal or external bases of group is also a factor in recruitment policy of an organization, which touches the recruitment process. It states the purposes of the recruitment and offers a framework for the application of recruitment programs.

Image of Organization

Organizations having a decent positive image in the market can effortlessly entice competent resources. Keep up good public relations, given that public services, etc., certainly helps an organization in improving its standing in the market, and thereby appeal to the best likely resources.

Image of Job

Just like the image of the institute, the image of a job plays a precarious role in employment. Jobs having a positive brand in terms of better payment, advancements, credit, good work environment with career growth opportunities are considered to be the characteristics to entice qualified candidates.

External Factors

External factors are individuals that cannot be measured by an organization. The external factors that disturb the recruitment process include the resulting −

  • Demographic factors − Demographic factors are associated to the features of possible employees such as their age, religion, literacy level, gender, occupation, economic status, etc.
  • Labor market − Labor market panels the demand and supply of labor. For instance, if the supply of people having a precise skill is less than the demand, then the employing will need more hard work. On the other hand, if the demand is less than the supply, the hiring will be relatively easier.
  • Unemployment rate − If the unemployment rate is high in an exact area, hiring of capitals will be simpler and easier, as the number of candidates is very high. In contrast, if the unemployment rate is low, then recruiting tends to be very difficult due to less number of resources.
  • Labor laws − Labor laws replicate the social and political surroundings of a market, which are produced by the central and state governments. These laws command the compensation, working environment, security and health regulations, etc., for dissimilar types of employments. As the government changes, the laws to change.
  • Legal considerations − Job reservations for different castes such as STs, SCs, OBCs are the best instances of legal concerns. These concerns, passed by government, will have a positive or negative impact on the recruitment policies of the organizations.
  • Competitors − When governments in the similar business are contending for the best capable resources, there is a requisite to examine the competition and offer the resources packages that are best in terms of industry values.

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