Performing the function of recruitment i.e., rising the choice ratio, is just not as easy as it appears to be. This is because of the hurdles created by the internal factors and external factors that influence an organization. The primary activity of executive recruiting i.e., searching for prospective employees is affected by many factors like organizational coverage regarding filling up of certain percentage of vacancies by inner candidates, native candidates, affect of trade unions, authorities rules concerning reservations of sure number of vacancies to candidates based on community/region/sex.

As such, the management is just not free to find out or develop the supply of desirable candidates and alternatively it has to divert its energies for growing the sources within the limits of these factors. The opposite activity of executive recruitment is affected by the interior factors corresponding to working conditions, promotional opportunities, salary levels, type and extent of benefits, image of the organization and ability and skill of the management to stimulate the candidates.

Additionally it is affected by external factors like personnel insurance policies and practices of assorted organizations including working conditions, salary, benefits, promotional opportunities, and career opportunities in other organizations. Nonetheless, formulating sound policies can reduce the degree of complicatedity of recruitment function.

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

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