[MUSIC] More recruitment of potential candidates begins. There are a number of high level organizational decisions that need to be made. Let's take a look at those. The answers to these organizational decisions helps the HR team plan the strategy or process for recruitment. The answers that come from these organizational decisions, ultimately determine the recruitment activities and messages, the organization will use, such as, how many employees are needed. Next, is who. Where we look for people, like we discuss in a different video, externally from the marketplace or internally. And remember, most likely we'll be looking for both. Also, will we look for active candidates or passive candidates? Remember, the passive candidates are those who may not be actively looking for work, but they would move for the right opportunity. When and where the recruiting will be done needs to be considered as well, including who's going to do the recruiting. Is it an outsourced recruitment company, or internal? What message do they need to convey, and the timing of recruiting actions? Targeted recruiting means an organization takes an active effort to regroup people of particular characteristics. So, it maybe, because the organization is part of a affirmative action. Here in United States, some organizations needs to comply with that if they have certain government contracts. The other issue is perhaps past problems in recruiting and selection related to diversity. So, an organization may take active efforts to look for people of particular race, gender or disability. Person environment fit or what we call PE fit is this. Whether they decide to target certain groups or broadly search for new employees, the organization must decide whether or not to look for someone who matches well with the environment of the work place or the job itself. And this is referred to as person environment or person job fit. Research has shown that when applicants anticipate a high fit with the organization and the job, they are more likely to apply for an opening and later accept an offer. This match comes from personal values, goals, and personality of both the applicant and the organization. In future lessons, I will talk more about the positive and negative outcomes of recruiting for person/organization or person/job fit, such as cost savings as a positive, but lack of diversity and possibly breaking the law on the negative. Once the question of who is targeted, is answered, HR professionals need to decide on the strategy to be used to reach or attract the interest of those potential candidates. Once the HR professionals know who'll be recruited then, choices need to be made on which methods fit the organization's strategy. The choice of recruiting methods depend on the organization's decisions for cost, speed, amount of information to be presented, and the predicted number of applicants to be recruited, among other factors. The cost of recruiting methods vary. For example, employee referrals and walk-ins are inexpensive, and tend to beats in results in better employees, but create the risk of a desparate impact, something that I will talk about in a future lesson. The also tend to promote more homogeneity and less diversity. So, they create more of an insular organization. And remember, we've looked at that several times now in systems theory, that we need to be responsive and open to our external environment. On the other hand, recruiting methods that require personnel and travel time like campus recruiting can be more expensive. Therefore, decisions must be made up front on how much the organization is willing to pay for the recruiting process to match the strategy. An organization must also decide and consider how fast or slow they need applicants. I know in my past, that sometimes we needed applicants so quickly that we would hold what was called a hiring fair. Where people would come in, they'd be interviewed, and hired. Now they still would have to go through the background check, and drug and alcohol screen, but it seemed to really expedite process. So that was pretty fast. And sometimes campus recruiting can tend to be a bit slower, because we go to the campus, we interview students and they may not be ready right away. They may still have to finish a semester of school. So, it really depends on how fast we need those applicants. We also need to think about the number of people who might apply. An organization must match the recruiting strategy with the time of year, general economic and employment conditions, what our competitors are doing and what kind of media will be used in order to decide on the right recruiting method.