Recruitment
Recruiting is key to the success of a selection system. The best possible selection system cannot overcome a poor recruitment strategy. The more quality applicants an organization can consider for a position, the more selective the organization can be and the more likely a highly-qualified applicant will be selected.
If an organization assumes it will receive applications from a broad distribution of good, average, and poor candidates, statistics show that the more applicants considered, the more likely the organization will find an individual at the high end of the distribution. Psychologically, a large number of potential candidates takes pressure off those making selection decisions and allows them to feel more comfortable rejecting applicants who do not meet stringent position requirements, knowing there are more to be considered.
Hiring managers faced with few candidates often lower their standards because they are frustrated at the difficulty in attracting qualified candidates. This has obvious short and long-term negative consequences for the organization.
In a recruitment environment where low numbers of qualified candidates are actively searching for new employment opportunities, a sound, aggressive recruitment strategy is particularly important. Recruiting is an on-going process -- it cannot be turned on and off easily. Effective recruitment processes continually update recruiting sources and keep them active. A wide range of potential sources need to be considered and cultivated, including:
state job services
local/regional/national media
trade publications
trade associations
college/trade school/high school placement offices
executive recruiters
employment & staffing firms
employee referrals
job training programs
Internet resources
Working with creative professionals such as recruitment advertising agencies can help to develop image and recruitment advertising campaigns.
Insights
