This chapter has demonstrated the process whereby organizations recruit additional employees; suggested the importance of recruiting; and shown who recruits, where, and how.

1. Recruiting is the set of activities an organization uses to attract job candidates who have the abilities and attitudes needed to help the organization achieve its objectives.
2. External factors that affect the recruiting process include influences such as government and union restrictions, the state of the labor market, the composition of the labor force, and the location of the organization. The passage of the Immigration Reform and Control Act of 1986 has placed a major responsibility on employers to stop the flow of illegal immigration to the United States.
3. Three factors affect recruiting from the organization's viewpoint: recruiting requirements, organizational policies and procedures, and the organization's image.
4. Applicants' abilities, attitudes, and preferences—based on past work experiences and influences by parents, teachers, and others—affect them in two ways: how they set job preferences, and how they go about seeking a job.
5. In larger organizations, the HR department does the recruiting; in smaller organizations, multipurpose HR people or operating managers recruit and interview applicants.
6. Two sources of recruits could be used to fill needs for additional employees: present employees (internal) or those not presently affiliated with the organization (external).
   1. Internal sources can be tapped through the use of job posting and bidding; moonlighting by present employees; and seeking recommendations from present employees regarding friends who might fill vacancies.
   2. External sources include walk-ins, referrals from schools, and state employment offices.
7. Alternatives to recruiting personnel when work must be completed include overtime, temporary employees, and employee leasing.
8. Advertising, personal recruiting, computerized matching services, special-event recruiting, and summer internships are among the methods that can be used to recruit external applicants.
9. The criteria that characterize a successful college recruiter include
   1. Showing a genuine interest in the applicant.
   2. Being enthusiastic.
   3. Employing a style that is neither too personal nor too stressful.
   4. Allotting enough time for applicants' comments and questions.
10. A better job of recruiting and matching employees to jobs will mean lower employee turnover and greater employee satisfaction and organizational effectiveness.
11. The Internet is revolutionizing organizational recruitment and may become the primary job search tool in the coming years.