NCJ Number
206973
Journal
Corrections Today Magazine Volume: 66 Issue: 5 Dated: August 2004 Pages: 104-106,108
Date Published
August 2004
Length
4 pages
Annotation
This article discusses Internet recruiting strategies and offers tips for improving Internet recruiting success for the corrections agencies.
Abstract
Job searchers are increasingly using the Internet to find employment and employers are capitalizing on this phenomenon by using the Internet to reach prospective candidates. In order for correctional agencies to maximize the potential of the Internet in attracting qualified job applicants, it is necessary to examine the agency’s Web site from the prospective of a potential employee. Clear and up-to-date job descriptions are one of the most important pieces of information to place on the agency’s Web site; in order to accomplish this, routine assessments should be performed of the job skills, education, and traits required for all agency jobs. Those in charge of recruiting should also be cognizant of best practices in recruiting, such as providing a relocation allowance and providing candidates with an opportunity to view the work location. In an evaluation of job searching Web sites, Jane Lommel, president of Workforce Associates Inc., identified important factors to include in a Web site, including a clear description of basic job qualifications, position requirements, pay and benefit information, and a downloadable application. In addition to making sure these features are easily accessible to Internet job searchers, it is also imperative that Web designers use keywords properly within the text of the Web pages so that their sites will be identified through Web search engines. Corrections agencies are encouraged to proactively recruit candidates from the Internet in order to overcome the problems of a dwindling labor force and competitors recruiting from the same labor pool. Figures, endnotes