Finding a proficient and dedicated employee does not only rely on the recruiting process; you need to also include the marketing aspect of recruitment when outlining a recruiting plan. Lets face it, the quality, dedicated, reliable and honest employee, we're all seeking to hire, is in high demand and a hot commodity, so don't expect them to find you first.

When putting together a recruiting plan, you should include a specific employee-marketing plan. Doing this will not only assist you in finding top quality job candidates, it will further improve your goal of hiring employees who are well suited for your vacant positions and increase your business' level of success by having highly motivated, productive people join your organisation.

Your business-marketing plan should include such things as: identification of customers; marketing strategies to get those customers; and establishing why targeted customers need to do business with you.

Your recruitment-marketing plan will include the following: Identification of employee: write down a job description for the employee, this can be easily accomplished by either asking other business colleagues to share similar JD's or looking in your own business establishment and writing down the qualities and attributes of your best job performers.

Choose advertising outlets carefully: various methods to find employees include newspapers adverts, head-hunting recruiters, and television and/or radio. Also becoming more popular and user friendly is the Internet job search sites. If you are considering using the Internet try some of these suggestive sites: www.monster.com; www.careerpath.com; www.imr-recruiters.com. Before selecting your advertising outlets, evaluate the cost factor and your targeted audience range of the advertising providers.

Job attraction: carefully think about why this position should attract the most qualified candidate and what is so special about this position. Is the salary competitive? Are there advancement opportunities? Is the workplace a friendly environment? Is the workplace ergonomically enticing? In reviewing job applications, don't only focus on the candidate's work history and their resume. Sometime resumes can be unreliable. A burnt out candidate can't be detected from their resume. Don't be tricked into hiring an over-qualified applicant. They are usually desperate to get any old job for whatever reason, and won't stay very long in your position. In the end this will prove expensive and exhausting for your organisation when you have to start the process all over again.

Be sure to ask for references. Follow up on the references listed and carefully scrutinise the responses you received. If not satisfied with the references listed, or in any way suspicious of responses received from inquiries, ask applicants to provide you with others. Finding a suitable employee can be difficult but not impossible.

Organising your targeted needs from the beginning can prove most helpful and a win-win situation for you and the prospective employee.

Cindy Swan is a professional organiser with over 20 years of office administrative managerial experience and a member of the National Association of Professional Organisers. Address inquiries to Cindy Swan, PO Box 304 St.

George's GEBX or email her at organize yibl.bm