70 F UNDAMENTALS OF H UMAN R ESOURCES M ANAGEMENT 14. Notorious. Strive to become the organization everyone talks about. Your 15. goal is to become the company that applicants want to work for, the one that other companies want to imitate. Open-minded. Whether you're recruiting IT specialists, engineers, or secretaries, view the job from the applicant's perspective. Ask employees in the classifications you're trying to fill to identify what's important to them so you can emphasize those significant aspects to applicants. Persistent. Continue exploring various recruitment sources until you find the right employee. Resist pressure to settle or compromise your standards if you don't fill an opening right away. Rather, reexamine the sources you've chosen, applying the methodology described earlier. Quick. The moment you discover you're going to have an opening, act on it. Spread the word among employees, run an ad, do whatever you can to spread the word that you have a job to fill. Realistic. It's one thing to seek out the best possible candidate for a job, yet quite another to hold out for the ideal employee who may only exist on paper or in your mind. Sensible. Carefully determine the best recruitment source based on a number of factors, including the nature of the job and the current job market. Tireless. If you relax your recruitment efforts, chances are another orga- nization will grab the candidate you failed to pursue. 16. 17. 18. 19. 20.