Page 73 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Unit 3: HR Planning, Recruitment, Selection, Placement and Induction

6. It should conform to economic principles, statutes and regulations. Notes

7. It should be a general statement of the established rules.
Therefore, a well-considered and pre-planned recruitment policy, based on corporate goals
and needs may avoid hasty decisions and help the organization to appoint the right type
of personnel.
According to Yoder, ‘a recruitment policy may involve a commitment to broad principles
such as filling vacancies with the best-qualified individuals ... It may also involve the
organization system to be developed for implementing recruitment programme and
procedures to the employed’. Therefore, recruitment policy involves a commitment by the
organization to principles such as:
(i) To find and employ the best qualified persons for each job.
(ii) To retain the best talent by offering life-time carriers, and

(iii) To facilitate personal growth on the job.
Conditions Necessary for a Good Recruitment Policy: A good recruitment policy must satisfy the
following conditions:

Organization’s Objectives
A good recruitment policy should be in conformity with the organization’s objectives. It
must take into consideration the basic parameters for recruitment decisions.
Identification of Recruitment Needs

A good recruitment policy should be flexible enough to meet the changing needs of an
organization. The recruiters should prepare profiles for each category of workers and
accordingly work out the employees’ specifications.
Realistic Job Previews
Realistic job preview (RJP) provides complete job-related information, both positive and
negative, to the applicants. The information provided will help job seekers to evaluate the
compatibility among the jobs and their personal ends before hiring decisions are made. A
realistic job previews can be prepared through the job compatibility questionnaire (JCQ).
The JCQ gathers information on all aspects of the work experience that are thought to be
related to employee performance, absences, turnover and job satisfaction. The underlying
assumption of the JCQ is that the greater the compatibility between a job applicant’s
preferences for work characteristics and the characteristics of a job as perceived by job
incumbents, the more likely that the applicant will stay in the job longer and be effective.
The primary goal of the JCQ methodology is to derive perceptions of job characteristics from
incumbents’ perspectives and to develop selection instruments capable of assessing the
extent to which job applicants’ preferences are compatible with these perspectives.
Research on realistic recruiting shows a lower rate of employee turnover in case of employee
recruited through RJPs particularly for more complex jobs and higher levels of job satisfaction and
performance, at the initial stages of employment. RJPs can result in self selection process-job
applicants can decide whether to attend the interviews and tests for final selection or with
draw themselves in the initial stage. RJPs are more beneficial for organizations hiring at the
entry level, when there are innumerable applicants per position and under conditions of
relatively low unemployment. Otherwise the approach may increase the cost of recruiting
by increasing the average times it takes to fill each job. The positive results on RJPs are:
• Improved employee job satisfaction.
• Reduced voluntary turnover.

LOVELY PROFESSIONAL UNIVERSITY 67