Integration. Recruiting processes must be integrated with other HR processes. Those recruiting processes that operate independently rather than in unison with other HR functions like relocation and compensation will produce diminished results.

Talent shortages. Although industries often face talent shortages, individual firms can actually have a surplus of candidates if they have a strong employment brand, a great referral program, and a candidate-friendly hiring approach. For example, handsome movie stars seldom have difficulty getting dates even when the average Joe cant find a single one. Talent shortages are relative and depend on your image and what you have to offer.

Metrics and rewards impact recruiting. Every aspect of recruiting improves dramatically when managers and employees are measured, recognized, and rewarded for their contribution to recruiting. By convincing senior management and HR to place metrics and rewards on key aspects of recruiting, you send a clear message about its importance.
Final Thoughts.

Almost every business function has come to realize that if you want consistency and excellent results, you must clearly define the rules of the game. There are, of course, exceptions and perhaps even additions that can be made to the principles outlined above.

But, after working with recruiters and recruiting managers from hundreds of companies, I found that these guidelines will give you a pretty good idea of the essential laws of recruiting and where to focus your efforts if you want superior recruiting results.