HR University Logo, Teaching the Business of HR; and CHCO Council seal



Recruitment Policy Studio

Federal Section
Marketing and Outreach - Strategic Outreach
Recruit Strategically
Recruiting is more than looking for talent when you need to fill your vacant job. Effective recruiting means plan ahead, search for talent all the time in unusual or non-traditional places, and often involves creating and cultivating the talent you need.

After you have worked with HR to conduct the job analysis to identify the knowledge, skills, and abilities needed to perform the work in your organization, collaborate to create your recruitment strategy, taking into account where you may find people with those requirements.

Seek applicants from groups beyond those who are in traditional employee groups (students, internal applicants, experienced workers in the field of interest, veterans) from which you typically hire. Consider, for example, marketing your positions to some of the following talent pools:
Silhouettes of four individuals; one with a seeing eye dog and cane, one in a wheelchair, two are standing
  • Military spouses
  • People with intellectual or physical disabilities
  • Retirees
  • Former employees
  • Older workers
  • People looking for part-time work
  • People with unpaid (i.e., volunteer) experience
  • People rejoining the workforce
Use technology to broaden your reach and increase your flexibility. Digital media has transformed your recruitment options, so supplement your traditional recruitment strategies with social media (LinkedIn, Facebook, etc.) and with mobile recruitment (Twitter, texting, etc.). Consider using QR codes as a part of your marketing and outreach. QR codes stand for "quick response" and are the latest in mobile recruiting. QR codes look like oversized bar codes; they store a web page URL or a brief text message that can be scanned with a smartphone. Businesses are using QR codes to draw in customers. Colleges and universities use them to attract and sell themselves to potential applicants. When you recruit, you, too, are selling your organization and your jobs to potential applicants. Provide your potential applicants with a quick and easy way to connect them to your job posting, information about your organization, career events, or other recruitment-related information.

Advertise in targeted places (using digital technology or paper-based methods) beyond the traditional (e.g., local and/or National newspapers, radio, magazines, billboards, journals). Consider, the following, for example:
Generic sample Career Fair poster with text “Join Us” and “Explore Great Government Employment Opportunities”
  • Send links to job postings out on mailing lists
  • Post notices at religious organizations in your targeted communities
  • Meet with representatives from minority agencies within the community
  • Post notices at youth centers and schools
  • Advertise on bulletin boards, at the supermarket, library, health club, child care center, family restaurants, etc.
  • Visit schools that train people with disabilities
  • Meet with directors of local agencies offering services to people with disabilities
  • Speak at adult evening education classes
  • Hold career fairs at high schools with career programs, not just at colleges
  • Partner with welfare-to-work programs that will train and mentor people whom you can hire
  • Advertise at community centers
  • Present information about your organization at English as a Second Language classes, especially if you seek specific language skills
Above all, learn where to find potential applicants with the right skill sets. Learn how best to communicate with them, how to attract them, and how to market your organization and sell your jobs so you get the right talent in the right jobs at the right time.