Here are 30 innovative and inexpensive ways to expand the pool of potential applicants. Pick and choose the ones that “fit” your company and your budget.

1. Place ads on TV and radio, in the movie theater, at bus stations and airports, etc.
2. Register to list your open positions with your state and local employment service.
3. Recruit a more diverse workforce by setting up booths at minority fairs and events.
4. Maximize employee referrals through a well-publicized bonus and reward program.
5. Work with the chamber of commerce to post positions and inform you of new arrivals.
6. Hire and train entry-level workers through “Welfare-to-Work” and other federal programs.
7. Track applicants who went to another company and re-contact with them at periodic intervals.
8. Search out and woo non-traditionals – men, minorities, retirees, ex-military, career changers, etc.
9. Tell everyone you know – accountants, bankers, clergy, boards, even hairdressers –about openings.
10. Use internet employment sites such as monster.com, myjob.com, etc. Post positions on your own website.
11. Stop in at community centers, churches, etc. - introduce yourself - and say, “I’m looking for workers.”
12. Start a speaker’s bureau and speak at church job clubs, high schools, college campuses, military bases, etc.
13. Begin internships or apprenticeships for high school and college students to introduce them to your company.
14. Cultivate relationships with community organizations such as churches and clubs and ask them to refer promising applicants.
15. Ask your best people to give you the names of three other first class people they know who might be persuaded to come on board.
16. Contact career transition firms, relocation companies, real estate agents that come in contact with spouses looking for positions.
17. Create a first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
18. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
19. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
20. Place recruitment ads at civic, church events, fire departments, high school sporting events, senior citizen centers, shopping malls, Rotary, Kiwa
    Management Is Key To Success
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21. Recruit a more diverse workforce by setting up booths at minority fairs and events.
22. Maximize employee referrals through a well-publicized bonus and reward program.
23. Work with the chamber of commerce to post positions and inform you of new arrivals.
24. Hire and train entry-level workers through “Welfare-to-Work” and other federal programs.
25. Track applicants who went to another company and re-contact with them at periodic intervals.
26. Search out and woo non-traditionals – men, minorities, retirees, ex-military, career changers, etc.
27. Tell everyone you know – accountants, bankers, clergy, boards, even hairdressers –about openings.
28. Use internet employment sites such as monster.com, myjob.com, etc. Post positions on your own website.
29. Stop in at community centers, churches, etc. - introduce yourself - and say, “I’m looking for workers.”
30. Start a speaker’s bureau and speak at church job clubs, high schools, college campuses, military bases, etc.
31. Begin internships or apprenticeships for high school and college students to introduce them to your company.
32. Cultivate relationships with community organizations such as churches and clubs and ask them to refer promising applicants.
33. Ask your best people to give you the names of three other first class people they know who might be persuaded to come on board.
34. Contact career transition firms, relocation companies, real estate agents that come in contact with spouses looking for positions.
35. Create a first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
36. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
37. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
38. Place recruitment ads at civic, church events, fire departments, high school sporting events, senior citizen centers, shopping malls, Rotary, Kiw
    Seven Types of Goals
    1) Achievement goals - These describe results that you will have when you finish the goal. Examples include: retire with a million dollars at age 65, earn a promotion by June, increase sales by 5%. Most major goals are achievement goals.2) Action goals - These describe specific actions that you will take to accomplish achievement goals. Examples include: meet with an investment counselor, attend a workshop to learn new job skills, contact all
    etirees, ex-military, career changers, etc.
39. Tell everyone you know – accountants, bankers, clergy, boards, even hairdressers –about openings.
40. Use internet employment sites such as monster.com, myjob.com, etc. Post positions on your own website.
41. Stop in at community centers, churches, etc. - introduce yourself - and say, “I’m looking for workers.”
42. Start a speaker’s bureau and speak at church job clubs, high schools, college campuses, military bases, etc.
43. Begin internships or apprenticeships for high school and college students to introduce them to your company.
44. Cultivate relationships with community organizations such as churches and clubs and ask them to refer promising applicants.
45. Ask your best people to give you the names of three other first class people they know who might be persuaded to come on board.
46. Contact career transition firms, relocation companies, real estate agents that come in contact with spouses looking for positions.
47. Create a first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
48. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
49. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
50. Place recruitment ads at civic, church events, fire departments, high school sporting events, senior citizen centers, shopping malls, Rotary, Kiw
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    The role of the Human Resources Department has changed dramatically over the past 30 years and will become increasingly more strategic in nature in the future, said a leading light of the HR community in the recent 2006 Annual Conference and Exposition of HR practitioners in Washington, DC.Rita Craig, president of the Craig Group and a long-time professional HR consultant, said the role of HR has changed from a primarily administrative positio
    or high school and college students to introduce them to your company.
51. Cultivate relationships with community organizations such as churches and clubs and ask them to refer promising applicants.
52. Ask your best people to give you the names of three other first class people they know who might be persuaded to come on board.
53. Contact career transition firms, relocation companies, real estate agents that come in contact with spouses looking for positions.
54. Create a first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
55. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
56. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
57. Place recruitment ads at civic, church events, fire departments, high school sporting events, senior citizen centers, shopping malls, Rotary, Kiw
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    nd job service officials so that they will remember to refer job seekers to you.
58. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
59. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
60. Place recruitment ads at civic, church events, fire departments, high school sporting events, senior citizen centers, shopping malls, Rotary, Kiwanis, etc.
61. Ask new hires which people they would recruit from their former companies and colleges, because talented people tend to recognize other talented people.
62. List open positions on job hot lines and websites of professional associations as well as with outplacement firms who counsel a variety of job seekers.
63. Stop limiting your recruiting to “the best” universities and big company candidates. Many of the best hires can be found at state colleges and at smaller organizations.
64. Ask current successful employees what they do in their leisure time. If you find that many of them have similar interests outside work, set up a booth at those events.
65. Train managers to capture the names and email addresses of impressive people they meet at conferences. Over time, create a talent database and send them a regular email newsletter.