Here are 30 innovative and inexpensive ways to expand the pool of potential applicants. Pick and choose the ones that “fit” your company and your budget.

1. Place ads on TV and radio, in the movie theater, at bus stations and airports, etc.
2. Register to list your open positions with your state and local employment service.
3. Recruit a more diverse workforce by setting up booths at minority fairs and events.
4. Maximize employee referrals through a well-publicized bonus and reward program.
5. Work with the chamber of commerce to post positions and inform you of new arrivals.
6. Hire and train entry-level workers through “Welfare-to-Work” and other federal programs.
7. Track applicants who went to another company and re-contact with them at periodic intervals.
8. Search out and woo non-traditionals – men, minorities, retirees, ex-military, career changers, etc.
9. Tell everyone you know – accountants, bankers, clergy, boards, even hairdressers –about openings.
10. Use internet employment sites such as monster.com, myjob.com, etc. Post positions on your own website.
11. Stop in at community centers, churches, etc. - introduce yourself - and say, “I’m looking for workers.”
12. Start a speaker’s bureau and speak at church job clubs, high schools, college campuses, military bases, etc.
13. Begin internships or apprenticeships for high school and college students to introduce them to your company.
14. Cultivate relationships with community organizations such as churches and clubs and ask them to refer promising applicants.
15. Ask your best people to give you the names of three other first class people they know who might be persuaded to come on board.
16. Contact career transition firms, relocation companies, real estate agents that come in contact with spouses looking for positions.
17. Create a first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
18. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
19. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
20. Place recruitment ads at civic, church events, fire departments, high school sporting event
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    nt service.
21. Recruit a more diverse workforce by setting up booths at minority fairs and events.
22. Maximize employee referrals through a well-publicized bonus and reward program.
23. Work with the chamber of commerce to post positions and inform you of new arrivals.
24. Hire and train entry-level workers through “Welfare-to-Work” and other federal programs.
25. Track applicants who went to another company and re-contact with them at periodic intervals.
26. Search out and woo non-traditionals – men, minorities, retirees, ex-military, career changers, etc.
27. Tell everyone you know – accountants, bankers, clergy, boards, even hairdressers –about openings.
28. Use internet employment sites such as monster.com, myjob.com, etc. Post positions on your own website.
29. Stop in at community centers, churches, etc. - introduce yourself - and say, “I’m looking for workers.”
30. Start a speaker’s bureau and speak at church job clubs, high schools, college campuses, military bases, etc.
31. Begin internships or apprenticeships for high school and college students to introduce them to your company.
32. Cultivate relationships with community organizations such as churches and clubs and ask them to refer promising applicants.
33. Ask your best people to give you the names of three other first class people they know who might be persuaded to come on board.
34. Contact career transition firms, relocation companies, real estate agents that come in contact with spouses looking for positions.
35. Create a first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
36. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
37. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
38. Place recruitment ads at civic, church events, fire departments, high school sporting even
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    s – men, minorities, retirees, ex-military, career changers, etc.
39. Tell everyone you know – accountants, bankers, clergy, boards, even hairdressers –about openings.
40. Use internet employment sites such as monster.com, myjob.com, etc. Post positions on your own website.
41. Stop in at community centers, churches, etc. - introduce yourself - and say, “I’m looking for workers.”
42. Start a speaker’s bureau and speak at church job clubs, high schools, college campuses, military bases, etc.
43. Begin internships or apprenticeships for high school and college students to introduce them to your company.
44. Cultivate relationships with community organizations such as churches and clubs and ask them to refer promising applicants.
45. Ask your best people to give you the names of three other first class people they know who might be persuaded to come on board.
46. Contact career transition firms, relocation companies, real estate agents that come in contact with spouses looking for positions.
47. Create a first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
48. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
49. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
50. Place recruitment ads at civic, church events, fire departments, high school sporting even
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    internships or apprenticeships for high school and college students to introduce them to your company.
51. Cultivate relationships with community organizations such as churches and clubs and ask them to refer promising applicants.
52. Ask your best people to give you the names of three other first class people they know who might be persuaded to come on board.
53. Contact career transition firms, relocation companies, real estate agents that come in contact with spouses looking for positions.
54. Create a first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
55. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
56. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
57. Place recruitment ads at civic, church events, fire departments, high school sporting even
    Commercial and Residential Landscaping Business Franchises
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    first-name relationship with state welfare and job service officials so that they will remember to refer job seekers to you.
58. Network at trade shows, work the crowd to identify possible candidates, and then maintain contact with the best until an opening comes up.
59. Track local companies’ announcements of layoffs, relocations out of the area, mergers or shutdowns. Work with the company to set up a recruiting fair.
60. Place recruitment ads at civic, church events, fire departments, high school sporting events, senior citizen centers, shopping malls, Rotary, Kiwanis, etc.
61. Ask new hires which people they would recruit from their former companies and colleges, because talented people tend to recognize other talented people.
62. List open positions on job hot lines and websites of professional associations as well as with outplacement firms who counsel a variety of job seekers.
63. Stop limiting your recruiting to “the best” universities and big company candidates. Many of the best hires can be found at state colleges and at smaller organizations.
64. Ask current successful employees what they do in their leisure time. If you find that many of them have similar interests outside work, set up a booth at those events.
65. Train managers to capture the names and email addresses of impressive people they meet at conferences. Over time, create a talent database and send them a regular email newsletter.