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Recruiting Considerations

Once we become aware of the limitations that are placed on us by the labor market and the legal environment, we can start to consider the internal issues that control our recruiting processes. When should we go through the recruiting process, what alternatives do we have to recruiting (outsourcing, retraining, etc.), and should we recruit our applicants from internal sources (within the company) or external sources? We have to set policies on these topics in order to maintain consistency, and we need consistency in order to be fair and equitable and so that we can defend our processes if it becomes necessary. So, what do we have to think about, and in what level of detail? We have to think about a lot of things as we work to allay a shortage of people within the company. We need to determine how we are going to go through the recruiting process before we start trying to recruit new members into our workforce. We have to make these determinations based on our particular company circumstances, taking into account all of the information from our forecasting processes. We have to weigh all of the available options, and we should generally have a policy that tells us when we would use each option.