Some Important Factors Affecting the Process of Recruitment

Process of Recruitment


According to the statistics report given by some eminent talent acquisition firms in the US, “Recruitment is the major function of the human resource management in a company. And it Is the core duty of the proactive HR professionals to look upon the mandatory factors that affect the whole recruitment process.” Depending upon the different factors, necessary actions are implemented and executed for the betterment and progress of different organizations.

Here are some internal and external factors spotlighted by top employment agencies in the US that influence the recruitment process

1) Internal Factors

Internal factors include the size of the organization, the brand value of the organization, the types of job offers presented, and recruitment policies. Internal factors impact the internal boundaries of an entity and can be handled in a bit more convenient way.
  • Size of the Organization: The size Of the organization matters in the recruitment process. A small organization can entertain a limited amount of candidates, whereas a big organization means lesser income. This, an organization must have a bigger presence both online and offline, basically more branches at different locations in terms of offline expansion.
  • Recruitment Policies: Recruitment policies provide the framework of the methods of implementation of the different programs and specify the objectives relevant to the recruitment. It affects the whole procedure to a great extent.
  • Goodwill of the Organization: If an organization has a positive reputation and goodwill, it can easily attract top talent towards it beating the competition. Thus, maintain healthy public relations by offering beneficial public services to enhance your reputation and access mighty talent resources.
  • Quality of Job Offers: Quality job offers to play a vital role in recruitment. Job offers with good remuneration, promotional opportunities, recognition, positive work environment with career development opportunities are potential enough to attract qualified candidates.



2) External factors

“External factors are beyond the boundaries of a recruiting firm and you have to apply strategic methods to produce a positive outcome.” remarked a highly authorized property and casualty recruiter. This part includes competitors, legal considerations, labor laws, labor market, unemployment rate demographic factors, etc.

  • Competitors: Competition has always been a big factor in every sector. Offer attractive packages to the candidate having symbiotic features to grab the attention as much as possible.
  • Labor Market: Demand and supply of labor have a dynamic influence on hiring companies. If the labor demand for a specific skill in a particular region is high, but the number of labor is less, then recruiters need to put in more effort, and vice versa.
  • Unemployment Rate: If the unemployment rate of a particular place is high, recruitment will be fast and easy. However, if the unemployment rate is low, extra efforts will be required to find eligible prospects.
  • Demographic Factors: Demographic factors related to the potential employees such as literacy, gender, age, occupation, religion, economic status, etc. have a greater influence on the recruitment criteria.

Market trends, needs, and demand changes with time. To cope up with these changes, professionals belonging to insurance recruiting firms must have to monitor these changes by assessing the parameters and analyzing the proper modifications to proceed with the market demands.

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