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WALK-INS Particularly for hourly workers, walk-ins direct applications made at your office are a big source of applicants. Sometimes, posting a "Help Wanted" sign outside the door may be the most cost-effective way of attracting good local applicants. Treat walk-ins courteously, for both the employer's community reputation and the applicant's self-esteem. Many employers give every walk-in a brief interview, even if it is only to get information on the applicant "in case a position should be open in the future." Employers also typically receive unsolicited applications from professional and white collar applicants. Good business practice requires answering all applicants' letters of inquiry promptly S demand recruiting SODRS) te prondeshontem ng to wsport whout the open w wwth form On-Demand Recruiting Services On-demand recruiting services (ODRS) are recruiters who are paid by the hour or project, instead of a percentage fee, to support a specific project. For example, when the human resource manager for a biotech firm had to hire several dozen people with scientific degrees and experience in pharmaccuticals, she used an ODRS firm. A tra ditional recruiting firm might charge 20% to 30% of each hire's salary. The ODRS firm charged by time, rather than per hire. It handled recruiting and prescreening. and left the client with a short list of qualified candidates. College Recruiting College recruiting-sending an employer's representatives to college campuses to prescreen applicants and create an applicant pool from the graduating class -15 important. One study several years ago concluded, for instance, that new college graduates filled about 38% of all externally filled jobs requiring a college degree." One problem is that such recruiting is expensive. Schedules must be set well in advance.com Vance company brochures printed, interview records kept, and much time spent on campus And recruiters are sometimes incffective. Some are unprepared, show little interest in the Chest in the candidate, and act superior. Many don't screen candidates ellectively on need to train recruiters in how to interview candidates, how to explain e company has to offer, and how to put candidates at ease. The recruiter De personable and have a record of attracting good candidates.' GE hires w students each year from about 40 schools, and uses teams of employees eins to build GE's brand at each school 115 Shell Oil reduced the list of schools Employers need to 800 to 1.000 students each year