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Organizational policies are used to achieve uniformity, economics, social relations, benefits and other objectives that many be unrelated to recruiting. At time, policies can be a source of constraints. Policies that may influence recruitment are highlighted below.

Compensation policies: pay policies are a coarse constraints faced by recruiters, Organizations with Hr departments ordinarily establish pay ranges for dissimilar jobs to ensure equitable wages and salaries. Recruiters seldom have the authority to exceed the stated pay ranges. Of course, pay ranges must be extra cases such as international openings. Applying domestic payment rates overseas often entails overpaying or underpaying foreign nationals compared with what they would ordinarily earn. At the same time, employees which are reassigned overseas often need and expect an growth to handle extra living expenses.

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Employment status policies: some companies have policies on hiring part-time and temporary employees. Although there is growing interest in hiring these types of workers,policies can cause recruiters to reject all but those seeking full-time work. Limitations on part-time and temporary employees sacrifice the pool of inherent applicants, especially since this segment of the workforce is a fast-growing one. In fact, a study of 484 firms found a one-third in cease in the use of part-timers. Policies that discriminate against any refundable group should be reviewed, when those groups are protected under employment laws, such policies violate the equal employment laws that target those groups.

International hiring policies: policies also may need that foreign jobs be staffed with local citizens. The use of host-country foreign nationals reduces re-location expenses, lessens the likelihood of nationalization, and, if top jobs are held by local citizens, minimizes charges of economic exploitation.

Organizational Policies