Performing the perform of recruitment i.e., rising the selection ratio, will not be as easy as it seems to be. This is because of the hurdles created by the interior factors and external factors that influence an organization. The first activity of executive recruiting i.e., searching for prospective workers is affected by many factors like organizational coverage relating to filling up of certain proportion of vacancies by internal candidates, local candidates, influence of trade unions, government rules relating to reservations of sure number of vacancies to candidates based on community/area/sex.

As such, the management just isn’t free to search out out or develop the supply of desirable candidates and alternatively it has to divert its energies for growing the sources within the limits of those factors. The opposite activity of executive recruitment is affected by the inner factors reminiscent of working conditions, promotional opportunities, salary levels, type and extent of benefits, image of the group and ability and skill of the administration to stimulate the candidates.

It is usually affected by exterior factors like personnel insurance policies and practices of varied organizations together with working conditions, wage, benefits, promotional opportunities, and career opportunities in different organizations. Nonetheless, formulating sound policies can reduce the degree of advancedity of recruitment function.

The recruitment coverage of any organization is derived from the personnel policy of the identical organization. In other words, the former is a part of the latter. Nevertheless, recruitment policy by itself ought to take into consideration personnel policies of other organizations relating to merit, inner sources. Recruitment coverage should commit itself to the group personnel policy like enriching the organization human resources or serving the community by absorbing the disadvantaged people of the society. Motivating the workers by means of internal promotions and improving the employee loyalty to the organization by absorbing the retrenched or laid off employees or non permanent workers or dependents of former employees.

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