Focusing more on recruitment, Lievens, Van Dam and Anderson (2002) noted that effective recruitment strategies provide a means for organization to build a large pool of qualified talent from which to choose the best talent among the bests. Basing their assumption on a study conducted on public organizations, Lavigna and Hays (2004) claimed that organizations can choose from among a rich list of recruitment techniques that would help strengthen their competitiveness in the labor market. Consequently, Devaro (2005) noted that the choice of recruitment strategies determine the quality, size, and arrival of speed of the recruits. Moreover, Devaro (2005) elaborated that in selecting the best recruitment technique, the usual In view of Devaro’s (2005) assertion, identifying the appropriate recruitment approaches and strategies may be considered crucial.

In relation, Henkens, Remery, and Schippers (2005) identify commonly used strategies, which may be enumerated as follows: firstly, active and informal recruitment approaches, which include scouting fresh talents from universities and educational institutions, utilizing social networks of current workforces, such as the employee referral program, offering on-the-job trainings or apprenticeship, and conducting job fairs; secondly, online recruitment techniques, which include posting job advertisements on the company website, accessing curriculum vitae databases and career sites, and placing banners and links on-line; finally, formal recruitment techniques, which includes recruiting applicants from formal channels, contracting the recruitment process, and print advertising.

From the workforces’ perspective, recruitment attempts of the company, such as on-line job ads, job fairs and all other recruitment techniques, serve as a portal through which workforces enter the organizations of their choice. The job ads for example provide the initial link between the applicant and the target org