1. Developing a Hiring System Recruiting High Potential Applicants

2. Three Key Themes Quality of hiring depends on quality of recruiting Recruitment should be performance-based, not time-constrained Hiring is a mutual decision between employer and applicant

3. Recruitment Issues 1. How many, and what attributes? 2. When do you need them? 3. Internal or external? 4. How do you attract them? 5. How do you reach them?

5. Recruitment Issues 1. How many, and what attributes? 2. When do you need them? 3. Internal or external? 4. How do you attract them? 5. How do you reach them?

6. Timing Issues How soon? How long will it take to get them? –Time lapse data –Continuous hiring strategy

7. Issue 1: Internal (vs. External) Recruitment AdvantagesDisadvantages

8. Recruitment Issues 1. How many, and what attributes? 2. When do you need them? 3. Internal or external? 4. How do you attract them? 5. How do you reach them?

9. How Do You Attract? Are you an Employer of Choice? A “marketing” approach to recruitment –What do qualified applicants want? –What do you offer applicants? (vs. competitors) –What are your “weak spots”?

10. Realistic Job Previews – – – – – – Why do RJPs increase satisfaction & retention? Can help avoid “Truth-in-Hiring” lawsuits

11. “Truth in Hiring” Fraudulent inducement Fraudulent concealment Employee sues for damages involved in quitting prior job, or turning down alternative jobs

12. When Do RJPs Make Sense?

13. Recruitment Issues 1. How many, and what attributes? 2. When do you need them? 3. Internal or external? 4. How do you attract them? 5. How do you reach them?

14. Recruiting Channels Traditional Classified Walk-ins Employee referrals College recruiting Job fairs “Innovative” Internet

15. Evaluating Recruitment Sources