Recruitment and Selection Factors Affecting Recruitment

Question: Describe about the Factors Affecting Recruitment? Answer: Recruitment Scenario In this dynamic and flexible world of agility, the factors that influence the HR functions including recruitment in the organization have no more remained static. They are ever changing as per the situations, environment, internal and external forces etc. The company under analysis is a consultancy firm that guides the businesses and organizations to develop strategic plans for future. This consultancy firm need to have a rigorous and strict selection procedure so as to ensure the competence of the staff selected and deployed (Staggs, 1998). As an HR consultant, there is a need to deploy the strategies as per the requirements. Internal factors influencing recruitment The internal factors play a vital role in formulating the culture and the structure of the organization which will steer the shape of recruitment procedure to attract intellectual and competent employees for the organization. Appropriate level of training and professional development should be included in the companys policies that will guide the future for the recruited personnel. In this consultancy firm, the relations among the employees should be monitored to evaluate a perfect strategy for recruitment process that will tune up with the face and voice of the company (Houde, 1993). The recruiting policy of the company should be flexible so as to make room for a large section of candidates that may fit almost perfectly in the structure of the organization. Job description set by the HR department of the company is primarily influential when it provides a detailed framework for remuneration, promotions, career development provisions, working conditions, incentives and opportunities. The supply and demand chain is a determinant factor of the recruitment procedure going hand in hand with the growth and expansion policies of the company.The concept of outsourcing some of the vital business processes in the consultancy firm will also influence the recruitment process as the resources will be shifted and deployed to another place and focus might shift to other tasks too. Human resources are the greatest assets of the organization and the real strength of the companies. A special attention is paid over recruitment and selection procedure to enrich the talent pool of the company and go for an extra mile and modulate the policies of selection by keeping in mind both the internal and external factors of the organization. The assets of the organization may it be human resources, tangible assets or technological advancements is a treasure and the amount and quantity of the assets will further generate the need for recruitment thereby changing the policies as per the specific requirements. External factors influencing recruitment In addition to critical internal factors, there are various external factors that have an equal level of contribution towards the process of recruitment, selection and deployment. The extent and degree of competition in the industry guides the ability of the HR team of the company to recruit qualified personnel. The brand name and the reputation and power of the company in the external competitive market also stimulates the factor of advertising for a job opportunity as famous firms need not advertise for every open job as people do refer their websites periodically for such information. The supply of labor drives the amount of the compensation that a consultancy firm must offer to attract qualified employees (Nepszy, 1989). In an oversaturated markets of the consultancy firm, the rate of unemployment is quite high and there are more number of qualified and trained candidates than the job opportunities. In this scenario, the amount of compensation provided to the labor is less and hence is a determining factor for recruitment procedure. The legal considerations are the steering factors for the recruitment policies of the company as rules for under-privileged casts keep on changing having either positive or negative impacts over the policies. The change n governmental rules and regulations wi ll also have a direct impact in the recruitment policies of the consultancy firm. Strictness in cyber laws will lead to more jobs and hence different recruitment procedure in network security field. Legal and political impact have utmost importance in the consultancy firms based over the policies of government for scheduled casts, tribes and physically handicapped people etc. The organization must comply with the cyber laws and rules as set by the government. The prevailing economic conditions may it be a boost in the economy or a recession will be inversely proportional with the recruitment process of the firm also guiding the employee retention. The technological changes in the market will make the policies of recruitment a bit of changed because the new recruits would require extra set of technological skills and knowledge of the domain which will hence modulate the recruitment requirements (Staggs, 1998). Taxation and regulations under the tagline of legislation affect the selection procedure going hand in hand with political influences which occur in short span of time. Media and news coverage are changing their forms which will impact the advertisements, brand value, and the fame of the company. The social changes and the reforms will modulate the nature of consultancy provided to the business firms. Factors for consultancy firm The coherence with the consultancy firm is built up in such a way that the structure of work, culture of the corporate life, demands of the personnel, supply and demand chaining for the business clients etc. will influence the management team to formulate a flexible recruitment policy to include and inculcate suitable qualifications for the new recruits. The external environment of the consultancy firm will include a tough competition from other rivals. Moreover, the qualified people outnumber the present opportunities therefore, a wise recruitment policy is required (Winch, 2010). Changing scenario of media, technology, politics, government rules and reservation policies are impacting the internal processes of the consultancy firm thereby making it prone to frequent changes and requiring an agile recruitment policy sheet. Conclusion Therefore, an amalgamation of internal and external factors will steer the course and flow of recruitment procedure and policies of the consultancy firm under consideration. Internal factors will have a direct impact and external factors will have either proportional or inversely proportional nature with the selection process. References: 1. Hansen, M. J., Bozek, M. A., Newby, J. R., Newman, S. P., Staggs, M. D. (1998). Factors affecting recruitment of walleyes in Escanaba Lake, Wisconsin, 19581996. North American Journal of Fisheries Management, 18(4), 764-774.2. Blaber, S. J. M. (1987). Factors affecting recruitment and survival of mugilids in estuaries and coastal waters of southeastern Africa. In Am. Fish. Soc. 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