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Article by Judith A. Starkey

Creative Recruiting

With today's workforces comprised of people different in every way imaginable, the historically tried-and-true recruiting methods―such as classified ads― reach just a fraction of the talent pool.  Smart companies use more creative means to find qualified  employees.  In addition to various employment websites on the Internet, here are a few of the often untapped resources ripe for recruiting a diverse workforce:

• Local organizations representing different  groups, such as ethnic cultures,  immigrants, veterans, older citizens and the disabled.  The "Yellow Pages" business section of your local telephone directory has numerous groupings to assist you.

• Government and non-profit organizations.  Federal, state and local governmental offices maintain current records of people seeking work, complete with their qualifications.  The same is true for many non-profits.

• Professional and fraternal organizations.  Notify selected organizations of your professional needs―many maintain job banks and act as brokers between members and employers.

• Community colleges, technical and high schools.  Students and graduates from local colleges, technical (such as data processing) and high schools can meet many employment needs.  Most maintain job listings on bulletin boards on-site and on-line.

• Outplacement organizations.  In view of continued reorganizations and down-sizings  (a trend projected to continue), talented people are seeking jobs.  Outplacement organizations can be excellent sources for finding those with specific skills.

• Tangential organizations of schools and universities.  Many educational institutions have satellite operations―such as research facilities―where people with diverse skills and backgrounds may be found.

• Retirees.  With an unprecedented number of healthy older people available, retirees can provide a rich resource for today's employers.  Retirees from your or other organizations could supply the expertise you require.

• Internal employee referrals.  Just as we sometimes discount the "green grass in our own backyards," we may overlook the value of our own employees as a referral source.  Who knows the demands of your business better than your own people!  Offer incentives.

• Transferees' spouses.  Along the same line, we should not overlook inquiring about the skills and talents of employees' families who are being relocated.  More companies are hiring family members these days, finding the policy to be good for both employee and employer―as long as a direct reporting relationship is not involved.  This strategy can also contribute to a successful employee relocation.

• Local businesses.  Contact businesses in your area, including banks.   The business community shares information in a variety of ways, including company and bank newsletters.  Check local chambers of commerce.

• Instructors in local schools and colleges.  When we think of schools in connection with recruiting, we tend to concentrate on the student body―forgetting that the instructors themselves may be the answer to our search, either on a part or full-time basis.

• Major bookstores.  Visit the periodicals section of your local major bookstores.  You will find many publications geared to different groups, from ethnicity to age and gender.  Potential employees can be found as article authors or in the classified sections.

With increasingly different kinds of people available in the work pool, flexibility in recruiting becomes ever more important.  This means looking in new places and shedding old rules about how a job should be filled.  If a search is to be successful, organizations must meet the interests and needs of potential employees.

Speaker and author Judith A. Starkey is president of The Starkey Group, Inc., a consulting and training firm providing multicultural strategies.  For more information see www.StarkeyGrp.com.

For permission to reproduce this article contact jas@StarkeyGrp.com or the address below.

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Judith A. Starkey, President
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E-Mail:  jas@StarkeyGrp.com or StarkeyGrp@aol.com
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