Your company's Web site should include information on current vacancies and details on what makes the company a great place to build a career. Make sure there is e-mail contact capability.
Be selective in your choices of recruiting Web sites. Use one major board, such as Monster.com or jobs.com, for lower-level positions and a niche site specific to your industry or to the position you have available. Professional associations are a good place to start.
Be specific in writing your job description, or you'll get flooded with unqualified candidates.
Key words are critical, but they're not permanent. If a series of key words aren't generating good responses, try a different set.
You snooze, you lose. If a candidate is sending you his rsum, he's sending it to other companies, too. A good candidate can go off the market within days. If someone sparks your interest, respond as soon as possible.
Hang on to those e-mail addresses. When individuals contact you via e-mail to request information, ask if they would like to receive information in the future on job openings. If they say "yes," add them to your database to keep them up to date on company information.
Automate what you can. That way you can focus your energy on the interviewing process. Look into a sorting system that stores rsum for easy searching. Although the cost may be prohibitive today, Web-based tools are on their way, and application service providers will be contacting you soon.
