1. External environmental factors of the organization
As micro entities in macroeconomics, economic organizations are influenced by external economic conditions in their economic activities, and recruitment activities are no exception.
The labor market situation is a major factor affecting the design of recruitment plans. If there is sufficient supply of labor force to be recruited in the market, recruitment information can easily attract enough applicants; If there is a shortage of labor, it will make recruitment activities quite difficult and it will be difficult to recruit an appropriate number of job seekers.
Legal and regulatory organizations must fully consider the relevant provisions of current laws, regulations, and policies when formulating recruitment plans and implementing recruitment work, to prevent behaviors that violate relevant policies and regulations, and to avoid product legal disputes, in order to avoid unnecessary losses of human, material, and financial resources for the organization.
2. The internal environment of recruitment
The strategic planning and development plan of an organization determine its direction of development. Specific strategic planning and development plans are important factors that affect human resource management tasks.
The financial budget of an organization also affects personnel needs. If the financial budget is relatively high, it is possible to hire a larger number of personnel and pay higher salaries, so as to recruit more high-quality personnel; If the financial budget is tight, we can only recruit a smaller number of personnel and pay lower wages.
In addition, internal factors such as organizational culture and management style also affect personnel recruitment work.
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