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RECRUITMENT/SELECTION STRATEGIES
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Can you refine selection plans to better screen/rank candidates
by the priority KSAs?
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Where is the need for selection strategies linked with recruitment
strategies (e.g., administering training and experience exams
on the spot on college recruitment trips to accelerate the
appointment process)?
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Have you considered special exam strategies such as on-line
exams, position specific and program specific testing, performance
assessments, and education and experience tests?
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Which gaps will be addressed through innovative and aggressive
recruitment strategies?
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Are you making use of the StateJobsNY, job fairs, Civil Service's
Recruitment Section and other opportunities to get the word
out?
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Have you considered continuous recruitment and spot recruitment
exams?
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Can traineeships be established to "grow your own"?
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Are internships through the Public Management Institute (PMI)
an option?
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What can you learn from other agencies and states on what
they have done to deal with similar recruitment challenges?
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Would re-employment of retirees under Section 211 or 212
of the NYS Retirement and Social Security Law meet some of
your staffing needs? (See the Glossary.)
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What other creative approaches can you develop to address
the supply, such as partnering with educational institutions
to refer and/or develop candidates for difficult to fill positions?
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What special strategies can you employ to recruit minority
candidates?
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Can you pool resources with other agencies that are focusing
on the same candidate field, creating a cooperative framework
in which to compete for candidates?
(See Recruitment/Selection
for agency examples.)
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