Recruiting the Technically Creative---A Dual Responsibility

Abstract

Effective recruiting requires teamwork between the personnel staff and the research and development organization; neither should shirk its responsibilities. Effective organization for the task of recruiting creative engineers and scientists will also improve the recruiting of engineers in general. Creative individuals are especially sensitive to the nonmaterialistic aspects of their working environment. These include the nature of the work, reputation of the organization, opportunities for growth, quality of supervision, and living conditions. With reference to the applicant, recruiting may be divided into six basic elements: attracting, screening, visiting, interviewing, decision-making, and follow-up. All involve participation by both line and staff parts of the organization, but the responsibilities of each group are distinct. The personnel staff has the basic responsibilities of providing professional employment guidance and of handling administrative details. These duties include personnel research, employment planning, organizing the recruiting effort, training recruiters, screening applicants for further consideration, arranging laboratory or plant visits, interviewing from a nontechnical viewpoint, and coordinating the action on the decision, the offer, and the subsequent follow-up. Technical management must set its own manpower requirements, both quantitavely and qualitatively, and make the final decision whether to hire a given individual. Nonsupervisory technical personnel can contribute effectively in attracting, recruiting, and interviewing applicants. Criteria are discussed for selecting people to do the recruiting tasks.