Equal opportunity demands equal access. This can only be achieved throughpublic and open recruitment. (...) The likelihood of attracting 'suitable' applicantsdepends on the detail and specificity of the recruitment advertisement orliterature. Key factors such as salary, job title, career and travel opportunitiesobviously influence response rates. But remember that employers do not wantto be swamped with large numbers of applications from unsuitable people.
Thissection of Human Resource Management in a Business Context goes into further detail such as: quality of agency recruiters, comparison of different mediachannels, cultural variation in recruitment practice.
The Internet has become a major channel for recruitment. The best knownInternet job site is at
The For the range of jobs available see also
for examples of job postings.
But sometimes people search for some unusual jobs:
Competition for the 'best' graduates requires employers to have a clear idea of what they mean by 'best'. Recruitment needs to send a strong, distinctivemessage to these people. Check out one of the internet providers on this page tosee how jobs are described and marketed.
The recruitment practices and tactics for retaining employees that have thebest organizational "fit" in a number of top companies:
on the HRM Guide USA site.Use of corporate websites varies from country to country:
on the HRM Guide Canada site.
More and more of Australia’s largest employers are moving to onlinegraduate recruitment and away from slow and costly 'traditional' methods:
on the HRM Guide Australia site.