Recruiting Program Audit

In establishing and auditing your recruiting program and priorities, keep the following considerations in mind:

• Plan. Recruiting begins only after effective employment planning. Be sure you need to hire.
• Communication. Even if you don't need to hire right now, keep the channels to your recruiting sources open.
• Job specifications. Thoughtfully developed job specifications are essential. Know what you are looking for in job applicants before you start. Make certain that your specifications are realistic and lawful.
• Strategies. Develop recruiting strategies that are consistent with general company policies and in compliance with the law.
• Flexibility. Use different recruiting techniques to fill different jobs, adapting the nature of the appeal to the desired audience.
• Respect. Treat every applicant with courtesy and respect.
• Compliance. You probably have equal employment and affirmative action obligations. You may need a special effort and special programs to reach and recruit minorities, women and other groups.
• Cost/benefit analysis. Keep records of what works and what it costs. Look for the methods that bring you the best cost/benefit ratio.
• Image. Success at recruiting depends to a large degree on the public's image of your company. If the company is involved in the community and viewed as a "good guy," recruiting will be easier.
• Documentation. One of the keys to successful recruiting is proper recordkeeping. It protects the company and perhaps yourself in case of charges of discrimination, for example. It also provides you with information on what recruiting methods are most successful for positions you are trying to fill. With respect to any documentation, remember that in order to be valuable, your records must be preserved, known, retrievable, legible and complete.