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To provide equal employment opportunity in the re

cruitment process, recruiters must target-in on where

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when recruiters are prepared to spend enough time on a

campus to make contacts with student leaders, campus

organizations and clubs, and other groups.


students tend not to register with, or use the facilities

of college placement offices.

It is necessary, therefore,

for recruiters to actively seek out mi nority students,

particularly on campuses where they represent a small

percentage of total enrollment.

The credibility of Federal recruiters is frequently

strained by the long length of time between the initial

interview and the time an actual job offer is made.


viding recruiters with authority to make on-the-spot job

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The selection of recruiters is a key factor in the

total recruitment context.

Recruiters and others who

represent the Federal Service on college campuses must

be able to successfully communicate with, and relate to,

college students.

Black recruiters are effective in

making student contacts at predominantly black colleges.

Similarly, Spanish-American recruiters are an asset in

working on campuses with significant Spanish-American

enrollments and women are effective representatives in

visits to women's colleges.

Recruiters must be able to,

and willing to, take time to engage in dialogue or "rap

sessions" with students on matters of interest to them.

Also, the recruiters must be well qualified, well in

formed, sincere, and enthusiastic about their work.

The Federal Service must take advantage of the

total resources that are available in the community

and all sources of information that bear on the supply

of candidates in local labor markets.

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1/ Positive recruitment involves going out to recruit with definite job offers. It is usually used after reviewing an office minority staffing pattern, i.e., if an office lacks a minority to meet its staffing plan, then positive recruitment is used to find a qualified minority.

Positive recruitment is not just an attempt to find qualified minorities, nor is it an "after the fact" recruitment effort (after the position is posted) like the Vacancy clearance System but is a definite commitment to hire a minority.

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