Recruiting from Universities:
Four Tactics That Work
Every company needs a steady supply of fresh talent to survive. In today's job market, competition for top college graduates is intense. Here are four recruiting tactics that work:

+ Evaluate your needs first. Then direct your attention to colleges and universities with a reputation for producing the best graduates, i.e., marketing, technology, communications, etc.

+ Use alumni connections between your employees and colleges to build bridges between top schools and your company.

+ Write specific descriptions for the jobs you're trying to fill so that campus job counselors can help steer you toward appropriate candidates. College students with limited work experience will also want to know as much as they can about the opportunities they're exploring.

+ Emphasize your company's stability. Although recent graduates and Gen Xers have a reputation for job-hopping, many of them also graduate with significant debt to be paid. They may be attracted by a company's position in the industry, stability, their long-term opportunities for growth and advancement.

Source: 2000 Employee Recruitment & Retention, Lawrence Ragan Communications, Inc., Adapted from Selling Power magazine.

Recruiting Older Workers
Older employees with years of experience can be a valuable asset at any company, but recruiting and retaining them can require some strategies:

+ Be considerate of their Social Security, which will be reduced for workers under 70 who exceed their income limits. Know about these issues to be able to help your "Golden Agers" play by the rules and avoid penalties. For more information, contact your local Social Security Office: (302) 323-0304.

+ After careers working 40- and 50-hour work weeks, it's common for older employees to prefer working on a part-time basis so they can spend time with their families. Flexible schedules and part-time positions can attract experienced workers into your company.

+ Treat older workers with the respect. Don't assume they can't hear and speak much louder when talking to older workers. Don't assume they know nothing about technology. And don't assume they don't want to learn any new skills -- ;give them the same training opportunities that younger workers get. Avoid all the stereotypes about older workers.

Source: 2000 Employee Recruitment & Retention, Lawrence Ragan

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