At least 15 references and 8 pages not including the abstract and reference page or outline.

Some references are included below
Krell, E. (2015). Weighing Internal vs. External Hires. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/pages/010215-hiring.aspx
This article provides insight on whether or not it is better to build or buy. What this means is, whether companies should build the best candidate from those within the organization or buy, meaning seek from candidates outside the organization. Before this can be done organization must look at the big picture as a whole. This begins with looking at the current workforce, the current and long term goals, the onboarding process during the hiring stage and also focusing on the selection process. Also this article explains the pros and con of hiring internally or externally which is what all recruiter should determine before deciding which method to take when it comes to hiring for an organization.
Kumari, N. (2012). A Study of the Recruitment and Selection Process: SMC Global. Vol 2, No.1 Retrieved from http://www.iiste.org/Journals/index.php/IEL/article/viewFile/1079/999
This study provides an example of the recruitment and selection process at SMC Global. It provides general practices that organizations use to recruit and select employees and also how these practices affect the outcomes of the organization. This author used data collected from questionnaires to provide an analysis on how these process affect organizations.
Maloney, T. R. (n.d.). Employee Recruitment and Selection: How to Hire the Right People. Retrieved from http://www.uvm.edu/extension/agriculture/faccp/files/aglabor/employee_recruit.pdf
This article provides an in-depth step by step process on how to hire the right people for your organizations. The author breaks it down from the beginning stages such as marketing your organizations. She also provides an insight on things to consider before you recruit such as , knowing what you want, managing your time to recruit effectively and considering both internal and external candidates. There are various ways to recruit potential candidates depending on what you are looking for and the audience you are trying to reach. This article also provides the different methods of recruiting and which are more beneficial to essentially selecting the right candidate for your organization.
Anderson, A. R. (2013). 5 Unique Recruiting Ideas That Paid Off Big Time. Retrieved from http://www.forbes.com/sites/amyanderson/2013/08/16/5-unique-recruiting-ideas-that-paid-off-big-time/#42108eaf2041
This author of this article provides her top 5 recruiting ideas that successfully paid off when it came to recruiting. These include: 15 second commercials, thinking outside the box such as a mobile hiring center, handing out recruiting cards, employee referral rewards, billboards. She explained how these methods were very successful for her company, which helped increase employee morale. These ideas were very different from normal recruiting ideas and are more inexpensive.
Richardson, M. (n.d.). Recruitment Strategies: Managing/Effecting the Recruitment Process. Retrieved from http://unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021814.pdf
This paper discusses some of the strategies that organizations can and do to ensure the existence of the best possible selection of qualified applicants so they can fill vacancies as and when required. It also discusses the advantages of each of the strategies, highlight the disadvantages of its use and offer suggestions for ensuring its utility.
Taylor, W. (2006). To Hire Sharp Employees, Recruit in Sharp Ways. Retrieved from http://www.nytimes.com/2006/04/23/business/yourmoney/to-hire-sharp-employees-recruit-in-sharp-ways.html?_r=0
This article talks about Starbucks Corporation and how they are looking to expand in the future. In regards to its expansion, Starbucks developed different approaches to the way it hires. Some approaches includes coffee tasting during interviews, phone calls and handwritten notes takes the place of response letters, and also gift cards are sent out as goodwill gestures to candidates not being selected for the position. It is important that people know they are one of the biggest assets to an organizations. They are the backbone of the company. This article also talks about the old fashioned way of hiring and how you cannot attract the best employees using these same methods. The best candidates are the ones that are already in a comfortable position and in order to reach these candidates you have to step away from the old way and start using more effective methods.
Breaugh, J. (2009). Recruiting and Attracting Talent. A Guide to Understanding and Managing the Recruitment Process. Retrieved by https://www.shrm.org/india/hr-topics-and-strategy/talent-acquisition-and-people-flows/sourcing-and-recruiting-external-and-internal/Documents/1109%20Recruiting%20EPG-%20Final.pdf
This publication is a guide to understanding and managing the recruitment process. It talks about how to identify who should be recruited, how to reach targeted individuals, determining the best time for recruitment, different methods, etc. It also provides a model of the recruitment process so that readers can visually see how the process is completed. In the end it delivers other issues faced when managing the recruitment process. Recruiting can be very challenging but if implemented correctly and organized in the right sense, it can be very rewarding.
Maurer, R. (2016). 5 Recruiting Trends for 2016. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/5-recruiting-trends-2016.aspx
This article provides different trends recruiters should look out for in the years to come. In order for employers to continue selecting the best candidates for their organizations, they must stand out from the competition when it comes to the strategies they use to recruit. As the employment market continues to tighten, it will become more of a challenge for employers to find the best skilled candidates to fill positions. Companies will have to become more inventive and creative when locating valuable clients.