Recruitment policies are rules and regulations governing how an organization recruits its employees. Recruitment policies help organizations achieve their objectives by ensuring that they recruit the best people for the job. They also protect the organization against legal risks and ensure that the selection process is fair and equitable.
Your recruitment policy is the backbone of your strategy and is often the first thing applicants will see when applying for a job with your company. It's a document that sets out your commitment to treating applicants fairly and ensuring a transparent process.
The recruiting policies of your firm give the parameters that will be followed during the recruitment process in your company. When it comes to human resource management (HRM), recruitment policies are the processes and practices that are employed in the process of recruiting new talent that possesses the required experience, skill set, and credentials that are needed to enhance the productivity of a business. A framework that specifies all of your company's recruitment techniques and practices in a clear and concise manner is called a recruitment policy. A recruiting policy should have as its overarching objectives the promotion of uniformity, transparency, compliance, and adherence to relevant labor regulations and legislation. In order to be successful, a recruiting process has to be supported by appropriate tools, methods, and approaches.
What are the benefits of having a clearly defined recruitment policy?
- It enables your business to employ the right personnel;
- It protects your organization from legal responsibility based on unfair discrimination or failure to comply with statutory obligations.
- It offers your recruiting process credibility;
- It guarantees transparency in the recruitment process;
- It guarantees that the hiring and promotion decisions are based only on an individual's merit; Recruitment policies allow your organization to be consistent and fair in hiring and encourage practices that ensure consistency and equal participation.
What are the key cornerstones of recruitment policies?
Question to Explore?
What is the title of the policy?
What is the objective of the policy?
What are the specific terms and conditions that apply to the policy?
What steps are to be followed in implementing the policy?
Who is responsible for the implementation and administration of the policy?
What are the terms unique to the policy, and what are the specific terms that require particular clarification?
What is the policy's relationship to other policies?
What process needs to be followed for periodic review of the policies and procedures
What sample forms, if necessary, are required to implement the procedure?
1. Policy Statement
The policy statement gives a general overview of the recruitment policy. For example, the recruitment policy states that a fair and transparent recruitment process will be followed for all open vacancies so that the right candidate is placed in the right role without discrimination.
2. Policy Purpose
The recruitment policy provides you with strategic direction on attracting and choosing competent human capital to meet your organization's goals while also ensuring that recruiting and selection operations are in accordance with applicable laws and regulations.
3. Policy Principles
What are the principles guiding recruitment policies?
It entails no bias in the recruitment and selection and is objective, impartial, and applied consistently.
The interview panellists should be held accountable for the outcome of the interview.
The organization will hire the best candidate based on merit.
All prospective job applicants should be treated equitably without any gender bias.
All aspects of the recruitment process should be done transparently and adequately documented.
All candidates should be handled with decency and respect.
The recruitment process should be done so that the decisions made and actions taken can withstand scrutiny.
4. Policy Procedure
It refers to the steps to be taken when conducting a recruitment process.
Below are some of the steps that should be followed for an effective recruitment and selection process:
1. Vacancy Authorization
2. Develop or revise the job description;
3. Design the Selection Criteria
4. Advertise the vacancy
5. Shortlist the candidates
6. Identify and select the interview panel
7. Assessment Tests
8. Conduct the actual interview
9. Conduct Reference Checks and Vetting
10. Select the most suitable candidate
4.1. Vacancy Authorization
Before advertising a vacancy, the line manager should fill out the requisition form. The requisition form should outline the following: job title, experience, qualifications, justification for the opening, duties, and responsibilities.
4.2. Development of the Job Description
After the authorization of the position, a job description needs to be developed.
The job description gives the potential candidates the job requirements and is used to stimulate demand from the applicants. Before recruiting can begin, each role must have a job description.The job description should outline, among other things:
- overall job purpose
- duties and responsibilities
- Person specification for the role: experience, qualifications, knowledge, and skills need to execute the duties competently.
4.3. Design the Selection Criteria
The selection criteria outline the experience, qualifications, and competencies required to execute the job. You can choose 5- 8 competencies against which assessments will be done depending on the priorities of your business and policy requirements. The selection criteria should include the education, training, certification, experience, and aspects of core functional competencies.
4.4. Advertise the vacancy
Any organization needs to design advertisements that attract a high calibre of candidates.
All posts must be advertised to ensure transparency and equal opportunity. In any job advert, they should clarify about:
- qualifications, skills, and experience required
- the remuneration;
- the terms of the appointment
- core functions of the job.
It is advisable first to advertise the job internally once it arises within your organization. This will convey a strong message to your internal personnel that you prioritize them above external prospects. In a scenario whereby an adequate pool of qualified, experienced, and merited candidates are available internally, you may proceed to the next recruitment phase with internal candidates only.
An external job advert can be done using various channels. The external advertising channels include, among other things: recruitment agencies, newspapers, online job boards, careers portals, and LinkedIn pages.
This stage entails screening candidates against the shortlisting criteria. They are certain activities that need to be undertaken during the shortlisting stage, and these include, among others :
- prepare a long list of all the applications received
- screen candidates against the qualifications, experience, and competencies stated in the job description
- Scoring of candidates in order of merit
- prepare a report of candidates who meet the shortlisting criteria
- prepare a report of candidates who do not meet the shortlisting criteria
4.6. Assessment Tests
After the shortlisting procedure is done, candidates who satisfy the selection criteria should take psychometric tests. A mix of selection tools should be used based on the nature and level of position: psychometric tests, personality tests, and assessment centres.
4.7. Conduct the actual Interviews
During this process, they are specific activities that will be undertaken, and these include, among other things:
- prepare the interview schedule
- invite the shortlisted candidates for the interviews
- constitute the interview panel
- train the interview panel
- design structured interview questions
- conduct the interviews
- score the candidates against certain competencies in order of merit
- prepare the interview report
4.8. Appointment of a Successful Candidate
The HR Manager is responsible for issuing the offer of employment to the successful candidate, confirming their entitlements and benefits. The successful candidate has to sign the contract before the commencement of work. The contract of employment should state, among other things:
- job title
- salary range
- job grade
- associated benefits
- probation period
4.8. Police Clearance
Some roles may require successful candidates to complete a criminal record check depending on your recruitment policy. In a situation whereby the pre-employment checks are deemed to be unsatisfactory, the offer of employment may be withdrawn.
4.9. Reference Checking
As an organization, you must conduct employment background checks before taking any employee on board. The references furnish information about a candidate's performance in their previous roles. Such information will be obtained from the candidate's previous employers. Regardless of the candidate's skills, experience, and talents, reference checks might disclose information about a candidate's behavior with previous employers that could be significant to your selection.
Line Managers: make recruitment requisitions and take part in interviews
HR Manager: oversee the entire recruitment process
Candidate's Responsibilities: External and internal applicants who apply for a position are expected to follow the policy's standards.
In light of the debate that has taken place so far, having a recruiting policy that has been effectively created assures that your firm will acquire exceptional employees who have the necessary credentials, expertise, and skills to derive your strategy.
Newturn Wikirefu is the Talent Acquisition Manager at Industrial Psychology Consultants (Pvt) Ltd a management and human resources consulting firm.
Phone +263 4 481946-48/481950/2900276/2900966 or cell number +0784 597343 or email: firstname.lastname@example.org or visit our website at www.ipcconsultants