Hi, I have joined a 60-people strong recruitment firm and need to ensure that the organization becomes strong in policy adherence. Please help me with a list of mandatory policies that must be there in a recruitment agency.
Regards,
Kalyan
From India, Pune
Acknowledge(0)
Amend(0)
1Regards,
Kalyan
From India, Pune
Acknowledge(0)Amend(0)
One question... Have you joined as a Policy Compliance Officer? Rather than making mandatory policies, I suggest you engage with your 60-strong staff and understand the following:
1. What they like so much
2. What they totally dislike
3. What they don't want
4. What they surely want
5. What they hate
6. What they will adjust with
PS: Except for salary increments and appraisals.
If you understand what I mean above, you will find the answer to your question.
Good luck,
Ukmitra
By the way, I also work for an international recruitment firm.
From Saudi Arabia, Riyadh
Acknowledge(2)Amend(0)
1. What they like so much
2. What they totally dislike
3. What they don't want
4. What they surely want
5. What they hate
6. What they will adjust with
PS: Except for salary increments and appraisals.
If you understand what I mean above, you will find the answer to your question.
Good luck,
Ukmitra
By the way, I also work for an international recruitment firm.
From Saudi Arabia, Riyadh
Acknowledge(2)Amend(0)
Thank you for your response. That sure is a great suggestion. I have recently (10 days) joined this organization, and my previous experience is from a Fortune 20 company. When I joined this organization, I realized that everything around here is on "we'll see on the go." I could have left the organization, but that would have been the easy way out. I now have an opportunity to frame the policies from scratch and change things for the better. I joined here as the Training & Recruitment Manager. For starters, I found grammatical errors on my Offer Letter. I had a detailed discussion with the Board members. They have requested me to fix things up. So, I guess that does make me a Policy Compliance Officer of some sort (LOL).
Where to Begin with Policy Redesign
So, here I am, trying to figure out where to begin. The long and short of it is that I will have to redesign/review/rephrase and create all the policies and procedures necessary for this organization. Any help in that direction will be greatly appreciated.
Thank you,
Kalyan
From India, Pune
Acknowledge(0)Amend(0)
Where to Begin with Policy Redesign
So, here I am, trying to figure out where to begin. The long and short of it is that I will have to redesign/review/rephrase and create all the policies and procedures necessary for this organization. Any help in that direction will be greatly appreciated.
Thank you,
Kalyan
From India, Pune
Acknowledge(0)Amend(0)
That's the spirit. I like that. In fact, this would make you the "Change Maker" in your company. My big caution to you: you will be viewed as the "Spoiler" and "trouble maker." However, the hardworking and diligent "moderate Guys" will love you, while the "High Performers" will hate you. Ha ha ha.
Steps to Strengthen Policy Adherence
To start, I would first check the "SOP" of the company if they have one. If they don't have one, you have a great deal of work ahead. You must have an SOP for all the processes involved in doing business.
The second line of action I would take is to address the "Standing Order" and "Employee Handbook," and the third action would involve the "Company Policies and Procedures."
I will not do this alone. I will form a committee with representatives from Management, HR, Admin, Operations, and a "Staff Representative." The "Staff rep" is optional. Since you have 60 employees, I would not include it. You need to lead the group and, of course, set a deadline for the work. Good luck.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
Acknowledge(1)Amend(0)
Steps to Strengthen Policy Adherence
To start, I would first check the "SOP" of the company if they have one. If they don't have one, you have a great deal of work ahead. You must have an SOP for all the processes involved in doing business.
The second line of action I would take is to address the "Standing Order" and "Employee Handbook," and the third action would involve the "Company Policies and Procedures."
I will not do this alone. I will form a committee with representatives from Management, HR, Admin, Operations, and a "Staff Representative." The "Staff rep" is optional. Since you have 60 employees, I would not include it. You need to lead the group and, of course, set a deadline for the work. Good luck.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
Acknowledge(1)Amend(0)
Thank you for your response. I will start with the big caution that Ukmitra mentioned. The first question I asked the leadership here when they asked me to do this was, "Why do you want me to be the bad guy?" There are a few senior members here, and I am kind of bracing myself to face the retaliation. What I plan to do is bring about the change through them and make them responsible for it. I know it's going to be a near-impossible task, but I trust my abilities. Once I have the senior members bringing about the change, all I gotta do is pull the right strings. (Please share your thoughts if this approach sounds good to you.)
SOPs and Current Practices
To answer Ukmitra's suggestion on SOPs, here's how it is: There are no SOPs, P&Ps, Handbook, or Standing Orders (How cool is that!). What they have instead is a chain of emails called "Circulars" that have been going around since the Victorian Era. They are basically one or two liners telling people what to do. That is all I have to begin with...
Personal Motivation
Now, TS, the big question: Why am I doing this? What's in it for me? Well, friends, I haven't been able to answer that question to my satisfaction yet. However, every time I try to convince myself to shun it, something within tells me to go ahead and do it (The feeling from within gets stronger every time). My best guess is, I like the idea of being able to build the nervous system of an organization; it will prepare me for my personal future goals. I know I may not be appreciated for doing this, but yet, here I am giving it a go...
In times to come, I will hit back to the forum with more questions, and I look forward to your continued support.
Thanks,
K.
From India, Pune
Acknowledge(0)Amend(0)
SOPs and Current Practices
To answer Ukmitra's suggestion on SOPs, here's how it is: There are no SOPs, P&Ps, Handbook, or Standing Orders (How cool is that!). What they have instead is a chain of emails called "Circulars" that have been going around since the Victorian Era. They are basically one or two liners telling people what to do. That is all I have to begin with...
Personal Motivation
Now, TS, the big question: Why am I doing this? What's in it for me? Well, friends, I haven't been able to answer that question to my satisfaction yet. However, every time I try to convince myself to shun it, something within tells me to go ahead and do it (The feeling from within gets stronger every time). My best guess is, I like the idea of being able to build the nervous system of an organization; it will prepare me for my personal future goals. I know I may not be appreciated for doing this, but yet, here I am giving it a go...
In times to come, I will hit back to the forum with more questions, and I look forward to your continued support.
Thanks,
K.
From India, Pune
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Recruitment Policy 4.doc
Recruitment Policy Presentation.pp t