Performing the function of recruitment i.e., growing the choice ratio, isn’t as straightforward 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 staff is affected by many factors like organizational coverage concerning filling up of sure proportion of vacancies by inside candidates, local candidates, affect of trade unions, authorities regulations relating to reservations of certain number of vacancies to candidates based mostly on community/region/sex.

As such, the management is not free to seek out out or develop the supply of desirable candidates and alternatively it has to divert its energies for developing the sources within the limits of those factors. The other activity of executive recruitment is affected by the internal factors similar to working conditions, promotional opportunities, wage levels, type and extent of benefits, image of the group and ability and skill of the administration to stimulate the candidates.

Additionally it is affected by exterior factors like personnel insurance policies and practices of various organizations together with working conditions, salary, benefits, promotional opportunities, and career opportunities in other organizations. However, formulating sound policies can decrease the degree of advancedity of recruitment function.

The recruitment coverage of any organization is derived from the personnel coverage of the same organization. In other words, the former is a part of the latter. However, recruitment coverage by itself should take into consideration personnel policies of other organizations concerning merit, internal sources. Recruitment policy should commit itself to the organization personnel policy like enriching the organization human resources or serving the community by absorbing the disadvantaged individuals of the society. Motivating the workers by inside promotions and improving the employee loyalty to the organization by absorbing the retrenched or laid off employees or momentary employees or dependents of former employees.

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