Q. What are the Factors affecting recruitment?

Factors affecting recruitment:

External factors: these are various factors which have their impact on the recruitment and an organization does not have control over these factors. The major external factors are of the following types:

1. Nature of competition of human resources: Nature of competition of human resources determines the organizational approach towards its recruitment programme to a target and to a great extent. In India, there is abundant supply of unskilled workers which far exceeds their demands, but there is battle among organizational for certain categories of the personnel such as managerial talents both fresh and experienced, computer software professions etc.

2. Legal factors: there are various legal provisions, which affect the recruitment policy of an organization. Various acts which provide the restrictions to the free recruitment are Child Labour (prohibition and regulation) act 1986, employment exchange (compulsory notification of vacancies) act 1959. The apprentices act 1961, the factories act 1948 and the Mines act 1952. Besides provisions regarding mandatory employment of the certain categories of the personnel such as scheduled casted / tribes, OBCs, etc. impinge upon recruitment policy of an organization, more particularly in the public sector.

3. Socio cultural factors: various socio cultural factors affect the extent to which the organization can recruit certain categories of personnel for certain jobs. For example, our socio cultural factors almost prevent the employment of women in certain manufacturing operations such as assembly line, operations physical exertion etc.

4. External influences: there are various forces in the environment which exert pressure on the employing organizations. These pressure may be from the political structure in the form of emphasis on ‘sons of the soil' or pressure for appointing certain individuals pressures from the community to which the promoters of an organization belong, pressures from business contacts; etc. A theoretical approach to overcome these pressures would suggest discountenance of all such pressure or even to the extreme attitude of such candidates for using influence. However, to what extent this approach is practise able the matter is left to the employing organizations to decide.