Business Review

Organizational policies are to achieve uniformity, economy, public relations, benefits and other goals that many unrelated to recruitment. At that time, policies can be a source of stress. May policies affecting recruitment are highlighted below.

Remuneration policies: wage policies are common obstacles encountered by recruiters; organizations with HR departments often establish pay ranges for various positions to ensure fair wages and salaries. Recruiters rarely have the authority to exceed the salary ranges indicated. Of course, banding should be special cases such as international openings. Applying the rate of compensation of Canada overseas has often overpaid or underpays foreign nationals in relation to what they would normally earn. At the same time, employees who are posted abroad often need and expect an increase manage additional living expenses.

Status of employment policies: some companies have policies on hiring part-time and temporary employees. Although there is a growing interest in hiring these types of workers, policies can cause recruiters to reject all but those seeking a full time job. Limitations on part-time and temporary employees to reduce the pool of potential candidates, especially since this segment of the workforce are a fast growing one. In fact, a study of 484 companies found a third bans the use of part-time. Policies that discriminate against a group repayable should be reconsidered when these groups are protected under employment laws, these policies violate the employment laws equal to those target groups.

The international recruitment policies: policies also may need the jobs that foreigners are provided with local citizens. The use of hosting foreign nationals can reduce relocation expenses, reduces the risk of nationalization, and if the senior posts are held by local citizens, minimizes the costs of economic exploitation.

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