Management Recruiting
By Peter Emerson
It is essential for any enterprise to be sufficiently staffed. An organized and methodical approach must be adopted to make certain that the right people are selected. This is referred to as recruiting, and it requires a lot of time and careful attention to locate individuals who have a strong work ethic and are right for the vacancy. The recruiting procedure is not simple and involves a number of obstacles created by both internal and external factors that influence an organization.
Management recruiting or searching for potential managers is affected by the organization?s policy concerning filling up a percentage of the existing vacancies, with internal applicants or local candidates. The influence of trade unions and government rules regarding the reservation of a certain number of vacancies on the basis of community, region, and sex cannot be ruled out.
Management recruitment is affected by the working environment and promotional prospects. It is also influenced, by the salary and scope of benefits, the image of the organization, and the capability and the skills of the organization. These factors help to motivate candidates to be a part of the organization. Recruitment is also affected by external factors such as policies and practices of the various organizations, existing circumstances, earnings, benefits, promotion opportunities, and job opportunities that exist with other organizations. Yet, devising sound policies can curtail the degree of complexity involved in management recruitment.
The management recruitment policy of any organization is the consequence of the existing rules and regulations of the organization. On the other hand, management recruitment policies of an organization need to take into consideration the recruitment policies of other organizations with regards to merit, internal sources, and other criteria.