Cyberspace Recruiting: Useful Strategies to Improve Success

By Nink, Carl; Chieke, Raphael K. | Corrections Today, August 2004 | Go to article overview

Cyberspace Recruiting: Useful Strategies to Improve Success

Nink, Carl, Chieke, Raphael K., Corrections Today

Have corrections professionals gotten smarter in the area of employee recruiting? Top correctional agencies focus on understanding the dynamics associated with continuously improving their recruitment and selection processes to meet short-term hiring goals as well as long-term strategic goals.


While traditional recruiting activities play important roles in the process, advances in technology have opened the door to new methods, such as the Internet, which is available 24 hours per day, and are becoming more prominent in the human resources professionals' tool kit. Research clearly demonstrates that many more applicants are finding positions through the Internet. In 1996, there were only 11 percent of employers using Internet recruiting, (1) compared with 96 percent in 2001. (2) In addition, Web-based human resource management and automated screening of applicants is evolving, as is applicant recruiting.

The private sector has probably observed and implemented most of the innovative changes during this 21st century. However, the public sector and, in particular, correctional agencies are beginning to realize the power of the Internet to meet recruiting challenges. While some agencies are in the beginning stages, all state correctional agencies currently have operating Web sites.

With Web sites in place, agencies must use the Internet to maximize potential gains in reaching prospective candidates from Web site job postings. A recent Nielsen NetRatings study found that an estimated 151 million individuals across the nation accessed the Internet at least once in January 2004 for 40 minutes on average. The global power of the Internet is an important recruiting instrument to help agencies deal with the future employee and talent famine.

The Internet can be a driving force in agency recruiting strategies. While it may require an investment to develop a system, it will all pay off given the fact that agencies will have the ability to automate candidate screening and tracking, manage a larger volume of resumes and applicant information, and streamline the recruitment process. Large-scale recruitment and more efficient processing can produce more quality candidates. This is especially true for younger workers and those more technologically advanced who may be looking for an exciting job opportunity. Systems with various rural facilities also could benefit from expanding the recruiting net.

The Job Applicant's Perspective

It is important for human resources staff to look at the agency's Web site from the perspective of a potential employee. Since correctional officers represent 50 percent of all staff and the position's classification had a national turnover rate of 16.6 percent during 2001, (3) it is appropriate to focus on that classification.

What would an applicant for a correctional officer position look for on a Web site? Presumably, the applicant would like to know what the job of a correctional officer entails, the basic qualifications, requirements, compensation, benefits, job openings and how to apply (preferably online).

The old style of hitting the streets looking for a job is gone. Today, job seekers can simply sit down at their computer and search for that perfect job. Applicants can search many Internet job boards, most having a resume builder and a format to post a resume. Internet usage facilitates movement of younger Americans from job to job. A national study by the Bureau of Lab or Statistics found that the average number of jobs held by those in the workforce who were between 18 and 32 years of age, was 8.6, with most job changes taking place between 18 and 22 years of age. This continues a process observed for those born from 1957 to 1964, now age 40 to 47 who held 9.6 jobs from ages 18 to 36.

In the past, hiring staff required finding the person who impressed the interviewers. But today, prospective employees seek information from interviewers to see if the managers and organization are a good fit. …

The rest of this article is only available to active members of Questia

Sign up now for a free, 1-day trial and receive full access to:

  • Questia's entire collection
  • Automatic bibliography creation
  • More helpful research tools like notes, citations, and highlights
  • A full archive of books and articles related to this one
  • Ad-free environment

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Cite this article

Cited article

Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)


1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25,

Cited article

Cyberspace Recruiting: Useful Strategies to Improve Success


Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Full screen

matching results for page

    Questia reader help

    How to highlight and cite specific passages

    1. Click or tap the first word you want to select.
    2. Click or tap the last word you want to select, and you’ll see everything in between get selected.
    3. You’ll then get a menu of options like creating a highlight or a citation from that passage of text.

    OK, got it!

    Cited passage

    Citations are available only to our active members.
    Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

    1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25,

    Cited passage

    Thanks for trying Questia!

    Please continue trying out our research tools, but please note, full functionality is available only to our active members.

    Your work will be lost once you leave this Web page.

    For full access in an ad-free environment, sign up now for a FREE, 1-day trial.

    Already a member? Log in now.