Factors Organization Has to Incur While Recruiting New Employees

Below are the factors to be reflected upon:

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• Cost and budget: There are many costs that an organization has to incur while recruiting new employees. These include agency costs, the cost of time and advertising costs. The management must thus decide on the amount that is available to spend on the project. Markedly, it can be difficult for an organization to manage to employ new personnel and to retain the ones that they already have, while they are facing hard economic times. Hiring at such a time might also pose a job security issue to the employees that are already working for the organization.
• Skills and qualities: While interviewing, candidates have to go through some trials to ensure that they qualify for the available positions. Recruiters test the candidates for the requirements that come with the job description, job analysis, and job specification. Candidates that can apply and adequately display their knowledge and skills are likely to interest the recruiters.
• Laws and regulations: The recruitment and selection process for organizations is limited by laws and rules that are specific to each country. For example, the Bahrainization rate, in Bahrain, requires that there is a minimum number of Bahrainis to be employed in each organization. Such a law will, therefore, ensure that the selection and recruitment process for each organization is inclusive.
• Supply and demand (S&D): The number of positions available usually affects the supply and demand factor. The number of candidates depends on whether the post is a generalist or a specialist one. For the generalist post, it might be easier for the recruitment team to choose a candidate within the organization's compensations and requirements since the number of applicants will be high. The candidate selected for the specialist post has to be compensated handsomely since the number of applicants is low. All positions can be grouped into various categories of S&D, and it all depends on the job.
• Budget: The budget is very crucial in the recruitment process and is planned according to the demand for the job. The budget for each position has to be calculated according to what is available for the specific department. Since the compensations for a specialist position are high, its budget would seemingly be high compared to the budget for a generalist position. Supply and demand also influence the budget.
• Planning and Vacancy: Preparation plays a significant role in the selection and recruitment process since it ensures that the right candidate is acquired at the right time. The moment the post is available and when the candidate is supposed to report, have to be planned by the recruiters.
• Economic status: The recruitment of new personnel becomes low when an organization is facing slow economic growth. The financial state of the organization in the last recession level of growth directly affects recruitments. With competition from other organizations that have grown their current economic status, it might be difficult for an organization that is facing hard economic times to secure a qualified candidate in the labor market.

The category of the advertised position. Advertisements are dependent on the level of the available position. For highly skilled people to apply for a particular job position, the proper advert has to be done. People that are experienced and well-educated are likely to notice an advertisement placed on the internet or specific publications dedicated to the profession. Additionally, to avoid discrimination of race, gender, disability status and literacy, advertisements should be done professionally.