Answer to Question 1
d
Answer to Question 2
Whether a recruiter is internal or external to the organization, understanding the recruiter characteristics most likely to attract desired recruits can enhance recruiting effectiveness. An effective strategy for identifying who should recruit for a given position is to gather and analyze the information needed to create a reviewer profile of the individual recruiters who have been the most effective in attracting targeted recruits and meeting staffing objectives in the past. Over time, organizations can track applicant reactions to different recruiting styles and messages, and profile the skills, characteristics, and backgrounds of its most effective recruiters and recruitment options for different positions.
A recruiting source effectiveness analysis may find that external recruiters are preferred to internal recruiters when time to fill is important and the level of the position is relatively high. Internal recruiters may be identified as the better choice when low cost-per-hire is the key. When recruiting new graduates with different degrees, recruiters from different backgrounds may be differentially effective. Analyzing this type of information can help an organization better specify who should recruit and what the job specifications should be for the recruiter for each position.
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