“I need a customer service rep—fast!” “I’m losing my public relations manager—do you know anyone who can replace her?” “The employment agency I’ve been using keeps sending me unqualified applicants; they just don’t seem to get what I’m looking for!” “We’re getting a ton of resumes in response to our ad for a warehouse supervisor, but no one is qualified!” “Our website is outdated; I’m still getting resumes for a job we filled two weeks ago!” “Our top competitor lost their best technical specialist the same time we did and they hired a dynamite replacement a week later; we still can’t find anyone. What are we doing wrong?” “The labor pool keeps changing and I can’t keep up—are we in an economic upswing or downswing this week? Are we in charge or are the employees? Help!”
Can you relate to any of these phrases? You’re not alone if you can; these are common cries heard these days throughout businesses nationwide. Filling a vacancy or a newly created position poses numerous challenges, but it all comes down to this: Where can you find qualified applicants in the least amount of time for the least amount of money?
Some organizations ignore the multitude of options available and use the same source each time. While this may produce a pool of qualified applicants from which to choose, repeatedly using the same recruitment sources can make you susceptible to charges of systemic discrimination: the denial of equal employment opportunity through an established business practice, such as recruitment. Even though the discrimination may be inadvertent, the disparate effect it produces may develop into a prime area of vulnerability for employers. Relying on the same recruitment source each time a particular position becomes available could have an adverse impact on members of certain protected groups lacking the same access as others to that source. This, in turn, could translate into the inadvertent but no less illegal denial of equal employment opportunity.
Electronic recruitment will be reserved for separate discussion in Chapter 4.
Consider four factors before embarking on a recruitment campaign: how much money is available, how quickly the opening must be filled, whether you need to reach a wide audience, and the exemption level of the available position.