Snare Employees on the Web

“High-quality Internet recruiting can be achieved for zero to minimal monetary costs,” says Barbara Ling, author of “Poor Richard’s Internet Recruiting,” published by Top Floor (http://topfloor.com). An online HR recruitment specialist, Ling says it’s crucial that every Internet recruitment effort sport the following features:

Market your resort, not just the job. Given the competition for qualified employees, your recruitment area must sell every positive facet of your organization. “Look beyond money and perks—benefits could also include the opportunity to work in a dynamic, cutting-edge atmosphere, community involvement, mentoring younger people, being on the forefront of innovation, and the like,” Ling says. It also helps to include photos (hopefully flattering) representing the full range of people who already work at the company.