How organizations plan recruitment using internal and external sources?
For any organization, it is necessary to spread the news of recruitment to as many candidates as possible. It is either done by the internal sources or the external sources or in short, you can say a candidate is either found by internal sources or the external sources. Moreover, the one that works at a faster rate is the internal source. The sources help to roll out the candidature process from within the company itself. Employees talk to each other, ask for it and get the connections from within the organization itself. And it spread from one employee to another and they further unfurl it within their relatives or neighbors. Small workers and company employees work more than any other advertisement in such processes. It reduces the cost and the time also. Even a person transferring from one place to another with the same job profile can promote prestige or responsibility even with higher payouts.
And as it is said that the new things arise from home itself so the present employees further become another source to spread the requirement of any candidate within the office or organization. This cut out the cost being spent by the organization as the future candidate (or the selected one) comes prepared for the vacancy.
The impact of the legal and regulatory framework on recruitment and selection activities
If any recruitment is passed for any job vacancy by any organization then no one can finger-out any candidate. Not of any person within the organization can point out the selection of any group of personalities or can approach them. Applications for any job profile are equal for all the citizens or any kind of personality. There should not be any discrimination on the basis of caste, religion, sex, gender, and color, or personality type. The most important thing is to provide complete transparency for the candidature process and let the person who wins the race who is selected or shortlisted on the basis of high scores. And as far as the wages are concerned then as per legislation it is important that employer should give a minimum wage to the employees working in his organization. And if it is not done, then it is considered to be against the law. And it is also legally considered that no applicant can be discriminated against on any basis. There is an equal opportunity in the constitution for any citizen related to employment or the appointment for any office. The equal remuneration act further goes against the discrimination of the candidates or the condition of employment being offered to both male and female categories.
The documents used in the selection and recruitment activities process
When a group of citizens, or staff, or a person is hired then the recruitment process follows some basic rules that are strict for all. There comes a need for applications and filling of a number of papers or documents that are needed to be done under the surveillance of the experienced person. Or in other words, businesses need to complete the documentation work for the new staff. For example, they ask for the name, address, phone number, email address, and all the personal, educational and professional details being connected with the new candidate. And the person needs to get permission for maintaining or writing the data as per the concern of the newly hired candidate.
