5.17 Summary

HR professionals must have a recruiting strategy before posting any job description. The plan should outline where the job announcements will be posted and how the management of candidate materials, such as resumes, will occur. Part of the plan should also include the expected cost of recruitment. Many organizations use use external recruiters, which means an outside firm performs the search. Recruiters can be executive recruiters, which focus on executive and senior management roles. For temporary positions, a temporary or staffing firm might be used. Corporate recruiters work for the organization and function as a part of the HR team. Campus recruiting can be an effective way of recruiting for entry-level positions. This type of recruiting may require considerable effort in developing relationships with college campuses. Almost every profession has at least one professional association. Posting announcements on their websites can be an effective way of targeting for a specific job.

Most companies will also use their website and career webpage for job postings, as well as other websites such as Monster and CareerBuilder. Social media is also a popular way to recruit. Usage of websites such as Twitter and Facebook can get the word out about a specific job opening, or give information about the company, which can result in more traffic being directed to the company’s website. Recruiting at special events such as job fairs is another option. Some organizations have specific job fairs for their company, depending on the size. Others may attend industry or job-specific fairs to recruit specific individuals. Employee referrals can be a great way to get interest for a posted position. Usually, incentives are offered to the employee for referring people they know. Our last consideration in the recruitment process is recruitment costs and experience (e.g.. yield ratio). We can determine this by looking at the total amount we have spent on all recruiting efforts compared to the number of hires.