Low and no tech recruiting strategies include newspaper advertising, radio/TV spots, referrals from stakeholders, advertising in local newsletters, your current employees, industry associations, college bulletin boards & outplacement firms. 

Applicants do not need to fit your organization's culture. If they are qualified to do the job then that is all that matters.

When recruiting a competitor's team member, it is appropriate to directly ask if he or she is interested. 

Prescreening should also include researching the candidate on the internet, particularly social media.

Your direct report should complement your leadership style, but not be a mirror image of yourself.

A headhunter's fee is always non-negotiable. The fee listed on the proposal is what you will end up paying.

High tech recruiting strategies include social media platforms, job boards, & a career section on the company's website.

Validate all qualifications, including education and professional certifications. Do reference check summaries that disclose negatives, not just positives.

One type of marketing recruiting strategy will work for all types of jobs being filled.

When preparing a job description, write out the ongoing objectives of the position, rather than just a set of skills. It should be clear to the candidate that you want someone who can accomplish certain objectives.