Five Recruitment Strategies or Methods  The basic and the most effective methods are identifying the job opening, which starts with job vacancy due to employee termination, resignation or due to the organization grow. After we identified a vacancy, we need to decide how to fill job opening and with whom. Managers have to go step by step to decide if they actually need to fill this position and on what basis and which candidates to hire: external or internal. The last few steps are identifying candidates, notify candidates by delivering a message, set up an appointment and meet those candidates.

Internal or External Strategy Identification InternalExternal Many employers try to follow a “promote from within” policy when filling job vacancies because:  Capitalize on investments  Promotions reward employees  Job opportunities created by promotions  Management is already aware of the job history and capability of internal candidates  Internal resources may facilitate compliance with EEO/AA requirements, maximize prior investments in existing human resources, eliminate the need for orientation, minimize training time, and reduce recruiting time and associated expenses.  Exhausted their supply of internal candidates  Recruiting specialized talent or higher level positions  Made a conscious decision to recruit externally

Job Analysis, Job Description, Job Specification

Job Analysis similarities between employment procedures trainingselectioncompensation performance appraisal

Job Description Job Duties

Job Specification Employee characteristics to accomplish the job. Job duties Employee

References  Kleiman, L. S. (n.d.). Reference for Business. Retrieved from ment/Em-Exp/Employee-Recruitment- Planning.html ment/Em-Exp/Employee-Recruitment- Planning.html  E L info. (2010). Recruiting Sources. Retrieved on December 10, 2010 from, iting_Sources/ iting_Sources/  (2010). Business Dictionary. Retrieved from b-specification.html