8. Evaluate the effectiveness of various recruiting technique and sources for all types of job applicants. 1.2 FACTORS AFFECTING RECRUITMENT There are a number of factors that affect recruitment. These are broadly classified into two categories: 1. 2. Internal factors External factors
INTERNAL FACTORS The internal factors also called as endogenous factors are the factors within the organization that affect recruiting personnel in the organization. Some of these are:Size of the organization The size of the organization affects the recruitment process. Larger organization finds recruitment less problematic than organization with smaller in size. Recruiting policy The recruitment policy of the organization i.e. recruiting from internal sources and external sources also affect the recruitment process. Generally, recruitment through internal sources is preferred, because own employees know the organization and they can well fit in to the organization culture. Image of the organization Image of the organization is another factor having its influence on the recruitment process of the organization. Good image of the organization earned by the number of overt and covert action by management helps attract potential and complete candidates. Managerial actions like good public relations, rendering public service like building roads, public parks, hospitals and schools help earn image or goodwill for organization. That is why chip companies attract the larger numbers of application. Image of the job Better remuneration and working conditions are considered the characteristics of good image of a job. Besides, promotion and carrier development policies of organization also attract potential candidates.
EXTERNAL FACTORS
Like internal factors, there are some factors external to organization, which have their influence on recruitment process. Some of these are given below:Demographic factors As demographics factors are intimately related to human beings, i.e. employees, these have profound influence on recruitment process. Demographic factors include age, sex, Literacy, economics status etc . Labor market Labor market condition I.e. supply and demand of labor is of particular importance in affecting recruitment process. E.g. if the demand for specific skill is high relative to its supply is more than for particular skill, recruitment will be relatively easier. Unemployment situation The rate of unemployment is yet another external factor its influence on the recruitment process. When the employment rate in an area is high, the recruitment process tends to simpler. The reason is not difficult to seek. The number of application is expectedly very high which makes easier to attract the best-qualified applications. The reserve is also true. With low rate of unemployment, recruiting process tend to become difficult .
This is yet another internal source of recruitment. The existing employees refer to the family members, friends and relatives to the company potential candidates for the vacancies to be filled up in the organization. This source serves as the most effective methods of recruiting people in the organizations because refer to those potential candidates who meet the company requirement known to them from their own experience. The referred individuals are expected to be similar in type in the of race and sex, for example, to those who are already working in the organization Previous applicant: This is considered as internal source in the sense that applications from the potential candidates are already lying with organization. Sometimes the organization contacts though mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs. EXAMINATION No person, except as provided by law, is appointed to, or employed in, a position in the career service unless he has passed the appropriate entrance examination provided for the position. Open competitive entrance examinations are prescribed when practicable. Moreover, Felix A. Nigro said: For certain positions, including some at the entrance level, written examinations are not required. The examination takes the form of an evaluation of the candidates background of training and experience with an oral interview sometimes also included. Examinations, in general are held to determine the capacity and fitness of applicants for the positions to which they seek to be appointed. Examinations may be assembled or unassembled, and tests may be written, oral, physical, performance or testimonial or any type which may be considered to be of impartial or practical character, or a combination of the types. Such examinations may take into consideration experience, education, aptitude, capacity, knowledge character, physical fitness and other factors which, in the Civil Service Commission, enter into the determination of the relative fitness of applicants. Three Forms of Examination 1. Assembled or written examination this is a paper-and-pencil test usually given for entrancelevel positions and others for which aptitudes, intelligence or concrete knowledge prime determinants. a. Performance Tests these tests employ some kind of performance other than writing or speaking. Example: Stenographic and typing work b. Oral Tests oral tests embrace a variety of carefully designed measures to get each candidate s knowledge or behavior via his facility in speech. 2. Unassembled examination this is kind of examination which can differentiate among candidates as to their degree of fitness for a position or occupation by an evaluation of their education and experience.
3. Testimonial examination this is an unassembled examination for skilled and semi-skilled positions categorized as aide, journeyman or supervisory according to the length of experience and educational qualification required.
References Felix A. Nigro. Modern Public Administration (New York: Harper and Row, Publishers, Inc., 1966), p.319 www. Google.com.ph