Whether you have a small family owned business, or oversee a large fortune 500 company with a full HR department, there are many recruitment strategies that can be effective in finding skilled laborers. Some of these strategies may include:

  • Internal Sourcing: This is when the company advertises open positions to existing employees. This is often the preferred method for larger companies with many employees, as it can save the company money. It also has the additional benefit of granting current employees an opportunity to move upward or laterally in the company. This can help retain good workers and foster loyalty and goodwill among the company’s workforce.
  • External Sourcing: This is when outside recruitment resources are used to find a candidate. Recruitment resources can include job boards, newspaper advertisements, and trade publication announcements. There are several reasons why a business may choose to use external sourcing. For example, businesses that are rapidly growing or that have a small employee pool may be forced to recruit externally. This is simply because they do not have enough current employees to fill the needed positions. Some advantages of external recruitment include: access to a larger pool of applicants, new employees can increase productivity through competition, and new employees may bring a different perspective on the industry from their past work experience. However, external sourcing can be much more time consuming than filling a position with a current employee. In addition, external sourcing generates added costs for advertising, training, and background checks.
  • Third-Party Sourcing: Third-party sourcing is a more directed form of external sourcing. This type of recruiting process relies on using a placement agency or headhunter to find qualified job candidates. Generally, using a placement agency is more expensive than more traditional forms of external sourcing. Most agencies will charge a percentage of the employees starting salary. However, using placement services allow businesses to look only at applicants with specific skills. This can save employers time and energy in the recruitment process and potentially lead to a smaller but higher quality candidate pool.

What Must a Job Advertisement Include?

To be effective, job postings should include certain elements including:

  • The Correct Title: To draw the right pool of applicants, it is important that the position carries with it the correct industry title. Otherwise, the posting may be overlooked by qualified applicants.
  • Job Summary: An effective job summary will not only include the essential functions of the position but also a feel for the culture of the company. Providing a snapshot of a day in the life working at a company can help attract potential applicants.
  • Requirements: Every job posting should include a list of basic experience and skills required for the position. If the criteria are desired but not absolutely necessary, it is better to create a separate section of “preferred skills.” Writing out a long list of requirements may unnecessarily limit the applicant pool.
  • Specific Location: The location of a job opportunity can often be a deciding point for potential applicants.
  • Statement of Equal Employment Opportunity Compliance: The posting must include a statement that states how the company will comply with EEOC requirements. This includes not discriminating against applicants due to race, national origin, etc.

It is unlawful to publish an advertisement indicating a preference for any protected class. This is unless a bona fide occupational qualification exists.

Are There Legal Restrictions on Recruiting Practices?

All hiring procedures, including advertising and recruitment efforts must comply with federal and state regulations prohibiting discrimination on the basis of race, religion, color, sex, national origin or disability. For more information on recruitment discrimination, visit the Equal Employment Opportunity Commission (EEOC) website.

Do I Need an Employment Attorney?

Following the federal and state requirements for non-discriminatory hiring practices can be difficult. If you are an employer facing a hiring discrimination challenge, you should consult an employment attorney immediately. If you are an applicant who has been discriminated against in a hiring process, you should consult a labor law attorney to determine how to file an appropriate claim.