Recruiting
Recruiting Generally
Successful recruiting is centered on techniques to attract a large pool of
qualified applicants.
Internal Job Postings
Because they already possess working knowledge of your organization’s
policies, procedures, and so on, current employees are an immediately
available and important applicant pool for job vacancies. Job vacancies
may represent desirable promotions (upward moves) or transfers (lateral
moves).
In general, all vacancies should be publicized through internal physical
postings on bulletin boards, at meetings, or through the organization’s
website or Web blog. These postings will help you discover qualified employees
within your organization and could help in meeting equal employment
opportunity (EEO) commitments.
Many organizations limit how soon or how often a current employee
can apply for any opening. For example, an employee must be with the
company for at least a year and in his or her current job for six months to
become eligible to apply for a vacancy.
It is neither legally necessary nor operationally desirable to give present
employees first refusal on all vacancies; however, a promotion-and-transfer
system can build employee trust and enhance morale.
Note: A common problem with internal recruiting is that managers
will deliberately sabotage the promotion chances of their best employees
in order to retain them.
Employee Referrals
Current employee referrals, especially from good performers, are an effective
job applicant source. People generally make friends with people similar
to themselves.
Good people want to work with good people. Hard workers gravitate
to other hard workers. Therefore, referrals from your best performers are
likely to be highly desirable applicants. And, word of mouth is a strong
method of advertising open positions. Also, referred applicants tend to
have a more realistic picture of an organization and can be reached at
practically no cost.
Note: A major disadvantage of employee referrals can be the current
worker’s expectation that all referred applicants should receive job offers.
Also Note: Employee referral programs may be perceived as discriminatory
in practice.
External Sources
The Internet, certainly including the company’s own website, is becoming
a primary source of attracting talent. External to the organization and to
the Internet are an array of recruiting sources including, but not limited
to, newspaper and trade publication advertisements, educational institutions,
labor and community organizations, job fairs, state agencies, professional
search firms, online recruiting sites, employee leasing, temporary
agencies, billboards, and past employees.
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