UNIT 3

Preparing recruitment plan,

 E-recruitment (using various job portals), searching &
downloading applicant profile by using job portals,
selecting recruitment source,
preparing recruitment budget,
employer branding,
formulating a recruitment strategy (specifically for
Managerial/Executive jobs)
 E-recruitment (using various job portals),
• The E-Recruitment, also called as Online Recruitment, is the process of
hiring the potential candidates for the vacant job positions, using the
electronic resources, particularly the internet.
• E-recruitment is an umbrella term for any electronic-based recruiting and
recruitment management activity.
• It is the use of technology or the web based tools to assist the
recruitment process. The tool can be either a job website like naukri.com,
the organization’s corporate web site or its own intranet. Many big and
small organizations are using Internet as a source of recruitment.
• They advertise job vacancies through worldwide web. The job seekers
send their applications or curriculum vitae (CV) through an e-mail using
the Internet.
• Alternatively job seekers place their CV’s in worldwide web, which can be
drawn by prospective employees depending upon their requirements.
 E-recruitment, or online recruitment, refers to using the web, software and
other technology to attract, find, evaluate and hire people.
Online recruiting methods include:
• Sourcing candidates on professional social media.
• Using an applicant tracking system (ATS.)
• Interviewing candidates online via video interviewing software.
• Recruiting via social networks such as Facebook, LinkedIn.com, and MySpace is
also getting popular.
E-recruitment elements
1. Applicant tracking: candidate status with respect to the jobs applied by him/her
2. Employer’s website: provides details of job opportunities and collecst data for
the same
3. Job boards: carry job advertisements from employers and agencies
4. Online testing: some kind of evaluation of candidates over Internet
5. Social media: quick reach out to potential candidates
Recruiting Online

All –biz.com
Naukri.com
Timesjob.com
Careershop.com
Monster.com
Jobweb.com
 Preparing Recruitment Plan
• Recruitment plans are about much more than just knowing
what roles need to be filled in the near future—they’re an
opportunity to align company goals and skill gaps with your
hiring efforts in order to strategically plan for the year ahead.
• A strategic recruitment plan should include the positions you
need to hire for, a recruitment calendar, budget information,
tracking and assessment tools, and other important details
about how you’ll manage your recruiting efforts.
The following steps can help make sure your business
has an effective recruitment plan:
• Determine your recruitment goals
• Review job descriptions
• Consider people-finding strategies
• Use alternative labour pools
• Appreciate the perception of your workplace from the
outside
• Keep a short list
• Hone your interviewing technique
• Check thoroughly before making a job offer
• Follow through after a candidate has accepted
• Example :
Sample generic health care provider recruitment plan
The two kinds of e-recruitment that an organization can use
is:
• Job Portals:
1. Posting the position with the job description and the job
specification on the job portal and also searching for the
suitable resumes posted on the site corresponding to the
opening in the organization.

2. Creating a complete online recruitment/application section in

the company’s own website. Companies have added an
application system to its website, where the ‘passive’ job
seekers can submit their resumes into the database of the
organisation for consideration in future, as and when the roles
become available.
• Resume Scanners:
• Resume scanner is one major benefit provided by the job
portals to the organizations. It enables the employees to
screen and filter the resumes through pre-defined criteria’s
and requirements (skills, qualifications, experience, payroll
etc.) of the job.
• Job sites provide a 24 x 7 access to the database of the
resumes to the employees facilitating the just-in-time hiring
by the organizations. Also, the jobs can be posted on the site
almost immediately and is also cheaper than advertising in the
employment newspapers.
• Sometimes companies can get valuable references through
the “passers-by” applicants. Online recruitment helps the
organizations to automate the recruitment process, save their
time and costs on recruitments.
• Online Recruitment Techniques:
a. Giving a detailed job description and job specifications in the
job postings to attract candidates with the right skill sets and
qualifications at the first stage.
b. E-recruitment should be incorporated into the overall
recruitment strategy of the organization.
c. A well defined and structured applicant tracking system should
be integrated and the system should have a back-end support.
d. Along with the back-office support a comprehensive website
to receive and process job applications (through direct or
online advertising) should be developed.
Therefore, to conclude, it can be said that e-recruitment is the
“Evolving face of recruitment.”
• Here is a list of top 10 or most popular online recruitment
portals for Blue/Gray Collar & Entry Level Job Sector:
• Just Jobs
• Kickstart Jobs
• Kaam 24
• Quikr Jobs
• Naukri Nukkad
• NanoJobs
• Babajob
• Aasaanjobs
• MERAJOBSaral Rozgar
 Advantages of E recruitment
• Cost saving
• Time saving
• Increased number of applicants
• Independence of place and time -e.g. company can establish an assessment for applicants easily
• Recruiting qualified staff more easily
• Improved employer image
• Efficient and effective personnel selection –i.e. company needs a suitable method to select
• Providing additional workplace and organizational information -by employer to applicants
• Usability
• Target group orientation –i.e. post job vacancies in the right place
• Updating of job and applicant data –i.e. possibility to update information even when the position is
published
• Expanding geographical scope of recruiting measures –i.e. having applicant hundreds miles away
• Realization of competitive advantage –i.e. through faster and cheaper recruiting process to select
more suitable candidates
• Corporate policy [Original sources of these drivers have been mentioned in Lang et al.’s study].
 Disadvantages of E recruitment

• There is low Internet penetration and no access and lack of

awareness of internet in many locations across India.
• Screening and checking the skill mapping and authenticity of
million of resumes is a problem and time consuming exercise
for organizations.
• Organizations cannot be dependant solely and totally on the
online recruitment methods.
• The concept of e-recruiting encompasses many different recruiting, tools, technologies, and platforms
including:
– Career Websites. As the number of people searching online for jobs increases, companies are
taking advantage of E-Recruiting software to manage the entire recruitment process and reduce
recruiting-related costs. According to the 2011 Career Crossroads Study, its takes
846 visitors to your career site to result in one hire.
– Job Boards. These can be used to source candidates through resume mining or by posting open
position on the job board. The erecruiting industry includes both large job boards like Monster and
CareerBuilder as well as smaller niche job boards and job board aggregator sites.
– Social Media. As the sub-industry of erecruiting, social recruiting continues to grow, so does the use
of social media to engage candidates and candidate prospects using social media. Nearly 39% of
firms manage candidates with social media tools in 2010. In general social media lends to two
different kinds of ecruitment strategies like most of the bulleted items. It serves as a sourcing
mechanism for just in time recruitment or a community and candidate courting tool. Candidate
courting relies on engagement, interaction, and relationships.
– Use of Search Engine. ERecruitment utilizes the power of search engine optimization (SEO) and
online resume search technologies to search and source databases including resumes, online
communities, and social networks. The use of SEO by recruiters and companies is important just as
is the reality that candidates are using online search engines to search for jobs, company
information, and insights at an even faster rate. One million eight hundred thirty thousand (
1,830,000) searches were made in March 2011 that contain “jobs” in the search field.
• When developing your e recruitment strategy it’s important to consider all the above factors and
channels to reach potential candidates. Educate yourself about the tools, strategies, and your
competition. Plan your strategy and go forth with the notion that your strategy and end game is always
subject to change.
•
 Recruitment Budget
• A recruitment budget is a financial plan adopted by
businesses and human resources teams to manage all
expenses related to the hiring process.
• This may include the posting of jobs, the procurement of an
applicant tracking system ( ATS) , the purchase of services and
tools such as background checks, assessments, and video
interview technologies, the use of external recruitment
agencies, and even doling out employee bonuses for referral
programs.
The Important Components of a Recruitment Budget
• Job Boards or Aggregators are important part of recruitment
costs
• Staff and Resources are an important component of the
recruitment budget
• Recruitment Advertising form a vital part of hiring costs
• Recruitment tools is an important part of recruitment budget
• Employee referral program is also one of the important
components of recruitment Budget
When budgeting for recruitment efforts, keep the following
aspects in mind:
• Fixed costs
• Variable costs
• Recurring costs
• Time period
• Chart quarterly projected hiring needs in a table like this one:
• Hiring projections table for calculating recruitment costs

• This table should represent your potential hires. You can use it to budget
positions. Make sure to include your plans for expanding teams, along
with planned departures.
• You should also budget for unexpected vacancies.
• Calculate your turnover rate for the previous year, either by department
or company-wide. This can help you estimate a budget contingency to
cover some expected turnover. If you don’t have enough historical data,
you can use the average turnover data for your industry.
• Based on your planning and estimated turnover, you can calculate the
total number of new hires. For example, imagine you employ 400 people
and plan to hire 100 more. Without any turnover, you would have 500
employees by the end of the year. If you estimate that 10% of your
employees are likely to leave, then you’d need to fill 50 more positions to
get to 500 total employees by year’s end. So, you would have to hire 150
people: 50 to replace current employees and 100 to fill new roles.
HIRING PROJECTIONS BAR CHART FOR CALCULATING RECRUITMENT COSTS
Step 3: Estimate your fixed costs
This category can include:
• Partnerships with universities and institutions. Think of the
candidates you sourced from graduate career fairs or campus
recruitment events in previous years. How many of them
were actually hired? Use this information to calculate how
much to budget for partnerships with universities and
institutions.
• External recruiting agencies. Many companies rely on
external recruiters to do their hiring. Add agency fees to your
budget, if this applies to you.
• Recruiting events. Calculate fees, tickets and
accommodations for events you’re interested in attending. If
you’re not sure, draw on previous event-spending budgets as
a guide.
Step 4: Estimate your recruiting technology costs
• Factor software fees for recruiting tools (monthly or annually)
into your recruitment budget plan. Consider, for example:
• Video interviewing tools like HireVue and SparkHire.
• Coding assessment tools like Codility and HackerRank.
• Blind hiring software like GapJumpers.
• Background check services software like Checkr.
• Applicant Tracking Systems (ATS) like Workable.
Step 5: Estimate your recruitment costs to improve hiring
• Add steps to your recruitment and hiring processes. For
example, you could use pre-employment testing to screen
candidates before interviewing them. Testing fees are usually
tied to how many candidates take your tests.
• Implement an employee referral program. Implement an
employee referral program Multiply any incentives and
bonuses in your employee referral program by the number of
hires you expect to come from employee referrals. Historical
data will come in handy to determine this number. Also,
include any costs to promote and brand your referral
program.
Step 6: Estimate your miscellaneous hiring costs
• Consider how far your recruiting budget will go. Will you
budget a mobile careers page redesign to attract new
candidates? Are you willing to fly in candidates for interviews?
Will you cover relocation expenses for new hires? It’s best to
discuss this with your team early so you can budget properly.
Step 7: Calculate cost-per-hire
• Cost-per-hire metrics can help you evaluate and track your
budget. You can calculate your cost per hire estimate with this
formula:

• Internal costs are funds you spend on internal recruiting

efforts (e.g. referral programs and recruiters’ salaries).
External costs cover all external recruiting efforts (e.g job ad
postings and recruiting agency fees).
• Calculate your average cost per hire easily
with our free tool.
 Recruitment Process
Steps in Recruitment Process:
• Requisitions for recruitment from other department
• Locating and Developing the sources of Required number and
type of employees
• Identifying the prospective employees with required
characteristics
• Communicating the information about the organization, the job
and the terms of conditions of service.
• Encourage the identified candidates to apply for jobs
In the organization.
• 6. Evaluating the effectiveness of recruitment process.

34
 Evaluation and Control
• Salaries for recruiters.
• Management and professional time spent on preparing job
description, job specifications, advertisements, agency
liaison, and so forth.
• Cost of advertisements or other recruitment methods, that
is, agency fees.
• Cost of producing supporting literature.
• Recruitment overheads and administrative expenses.
• Costs of overtime and outsourcing while the vacancies
remain unfilled.
• Cost of recruiting suitable candidates for the selection
process.

36
Ex. 5.4 Making the Choice Between Open
and Targeted Recruiting

5-37
 Features of High-Impact Organizational
Websites
• Easily navigated
• A “job cart” function
• Résumé builders
• Detailed information on career opportunities
• Clear graphics
• Allow applicants to create profiles
• Self-assessment inventories

5-38
Metrics for Evaluating Recruiting Methods
• Quantity
• Quality
• Cost
• Impact on HR Outcomes
– Employee satisfaction
– Job performance
– Diversity
– Retention
• Ex. 5.5 Potential Recruiting Metrics for Different
Sources

5-39
 Discussion question
• List 10 sources of applicants that organizations
turn to when recruiting. For each source,
identify needs specific to the source, as well as
pros and cons of using the source for
recruitment.

5-40
Ex. 5.7 Comparing Choice of Messages

5-41
 Discussion questions
• In designing the communication message to be used in
external recruiting, what kinds of information should be
included?
• What are the advantages of conveying a realistic recruitment
message as opposed to portraying the job in a way that the
organization thinks that job applicants want to hear?
• What nontraditional inducements are some organizations
offering so that they are seen as family-friendly organizations?
What result does the organization hope to realize as a result
of providing these inducements?

5-42
 Searching: Communication Medium

• Recruitment brochures
• Videos and videoconferencing
• Advertisements
– Classified advertisements
– Online advertisements (banner ads)
– Radio and television advertisements
• Organizational websites
• Direct contact (telephone or e-mail)
5-43
 Transition to Selection
• Involves making applicants aware of
– Next steps in hiring process
– Selection methods used and instructions
– Expectations and requirements

5-44
 Ethical Issues
• Issue 1
– Many organizations adopt a targeted recruitment strategy. For
example, Home Depot has targeted workers 50 and above in its
recruitment efforts, which include advertising specifically in media
outlets frequented by older individuals. Other organizations target
recruitment messages at women, minorities, or those with desired
skills. Do you think targeted recruitment systems are fair? Why or why
not?
• Issue 2
– Most organizations have in place job boards on their web page where
applicants can apply for jobs online. What ethical obligations, if any, do
you think organizations have to individuals who apply for jobs online?

5-45
Recruitment Software in India
 E – Recruitment Strategy
• Identify and Prioritizing jobs
• Candidates to target performance level
required and experience level required.
• Sources of Recruitment
• Trained Recruiters
• How to evaluate the candidates ( test ,
Interviews)
• According to a study by NASSCOM – “Jobs is among the top reasons why
new users will come on to the internet, besides e-mail.” There are more
than 18 million resume’s floating online across the world.

• Recently, a web-enabled e-recruiting emerged quickly as a powerful

method for both job seekers and recruiters. E-recruiting has driven
companies to redesign the recruiting process and to move quickly to web-
based integrated human resource systems that provide standardized
frameworks for key personnel processes

• Currently, corporate career web sites are among the most widely
deployed e-business web

• Job seekers visit corporate career web sites to survey a job market in
addition to searching for job opportunities.
• E-recruiting systems have evolved through numerous technological
developments since its introduction in the mid-1990s.

• A recent survey shows that Fortune 100 companies are in various

stages of development (Lee, 2005). At the early stage of the corporate
e-recruiting system, the purpose of the career web site was to simply
post job openings on the static web page for job seekers’ information.

• As e-commerce technologies advanced and recruiters gained more e-

recruiting experience, the front-end e-recruiting systems added new
features and functions, targeted job seekers better, and integrated
with a back-end human resource management system.

• An advanced e-recruiting system of large companies has been

powered by an enterprise-wide system and incorporated best practice
recruiting methodologies to achieve strategic advantage
What are the steps of the e-recruitment process?
• E-recruitment includes all steps of your standard recruitment process that
involve the use of web-based technology. Here are some important e-
recruitment steps:
• Post job ads on online job boards.

• Seek employee referrals through your Applicant Tracking System (ATS.)

• Source candidates on professional social media or portfolio sites.

• Administer online pre-employment tests.

• Interview candidates using video interviewing software.

• Conduct background checks through a provider that your ATS integrates with.
 Methods of E Recruitment
The two kinds of e- recruitment that an organization can use are –
• Job portals – Here the position with the job description and the job specification are posted on the
job portal and also searching for the suitable resumes posted on the site corresponding to the
opening in the organization.
• Resume Scanners: Resume scanner is one major benefit provided by the job portals to the
organizations. It enables the employees to screen and filter the resumes through pre-defined
criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.

• More and more people are going online to look for jobs and background information on companies
before job interviews, which means that companies need to have the right social media
infrastructure in place in order to meet those needs. This could include
• recruiting management systems,
• social recruiting,
• applicant tracking systems,
• recruitment marketing,
• candidate relationship management,
• talent acquisition and
• talent management software.

• E-recruitment includes technologies, such as chatbots and predictive analytics, to help identify the
most qualified applicants. These systems are also being built to help root out bias, especially in job
• An email/message list

• Interested people sign up to hear about vacancies as and when they arise.
This is an excellent, targeted way of getting out information to those who
have already stated an interest, however the recruitment market changes
very quickly and an email/message list can be out of date quickly.
• Social media

Facebook, Twitter and so forth can be excellent tools for disseminating

news about a job vacancy and providing a link to more information.
However, with the appropriate infrastructure in place in the form of
2,000– 5,000 followers as a minimum, any such news is going to be slow
to spread. Simply putting something on social media is not achieving
anything at all unless it is disseminated well by those followers.
Online jobs listings
• There are now, with perhaps only a small exaggeration, nearly as many online
lists of job vacancies as there are vacancies themselves. They have become a
popular way of raising advertising revenue and are regularly promoted
through social media. Many need to be treated with caution however, as they
are as keen to entice users to click on their external advertisements and links
as they are for them to click on their actual job vacancy advertisements.

Website
• For recruitment, the website is the ideal place to make available all the
documentation and information prospective candidates need. They can also
be the place where applications are registered and forms are completed.
However, they are only the information source, promotion to get people to
that website is far more important.
Career Websites. As the number of people searching online for jobs
increases, companies are taking advantage of eRecruiting software to
manage the entire recruitment process and reduce recruiting-related
costs. According to the 2011 Career Crossroads Study, its takes
846 visitors to your career site to result in one hire.

Job Boards. These can be used to source candidates through resume

mining or by posting open position on the job board. The e-recruiting
industry includes both large job boards like Monster and CareerBuilder
as well as smaller niche job boards and job board aggregator sites.
• LinkedIn
• This massive database of people marketing themselves — presenting their
online CV in effect — is rarely used by recruiters other than to check a
person is who they say they are. Potentially, we could ask people to apply
by simply sharing their LinkedIn profile.
• Applying for jobs online makes the process very easy for the recruiter. All
the information, in the format requested and completely standardised is
immediately available to the recruiter and can easily be forwarded to all
members of the recruiting team. The one drawback is that only those
people who are au fait with computers and working online will excel at
the task of applying when these may be skills that are not needed at all in
the posts being offered. Any recruitment that only allows for online
recruitment is potentially excluding the small but significant proportion of
people who do not have those skills or who do not have access to the
internet.
• Use of Search Engine. E-Recruitment utilizes the power of search engine
optimization (SEO) and online resume search technologies to search and
source databases including resumes, online communities, and social
networks. The use of SEO by recruiters and companies is important just as
is the reality that candidates are using online search engines to search for
jobs, company information, and insights at an even faster rate. One
million eight hundred thirty thousand (1,830,000) searches were made in
March 2011 that contain “jobs” in the search field.
• Resume Scanners

Resume scanner is one major benefit provided by the job

portals to the organisations. It enables the employees to
screen and filter the resumes through pre-defined criteria and
requirements (skills, qualifications, experience, payroll etc.) of
the job.
Job sites provide a 24*7 access to the database of the
resumes to the employees facilitating the just-in-time hiring
by the organisations. Also, the jobs can be posted on the site
almost immediately and is also cheaper than advertising in
the employment newspapers. Sometimes companies can get
valuable references through the passers-by applicants. Online
recruitment helps the organisations to automate the
recruitment process, save their time and costs on
recruitments.
 Advantages of E-Recruitment
• There are a plethora of benefits to using online recruitment. These include:
• • Speeding up the hiring cycle
• Streamlining admin
• Reducing recruitment costs, particularly costs per hire
• Reaching a wider pool of talent
• Reaching a niche pool of talent
• Reaching an international audience
• Promoting internal positions across various departments and locations
• Presenting yourself as a company that is modern and savvy, which reinforces the
employer brand and brand culture
• Allowing candidates to apply for jobs 24 hours a day, 7 days a week
• Allowing candidates to apply spontaneously
• Allowing yourself to build a bank of suitable applicants for future job positions
• Providing up to date and tailored information to certain segments of the
marketplace
• Above all, however, online recruitment means you can partner with an online
recruitment agency. This means you get the entire recruitment service – jobs ads,
processing, screening, short-listing and advice – all for a one-off, low-cost, flat fee.
Recruitment agencies should be seen as an extension of your company – and their
service should also reflect this.
 Disadvantages of E-Recruitment

• There is low Internet penetration and no access and lack of

awareness of internet in many locations across India.
• Screening and checking the skill mapping and authenticity of
million of resumes is a problem and time consuming exercise
for organizations.
• Organizations cannot be dependant solely and totally on the
online recruitment methods.
 Challenges of e-recruitment
• The major challenge facing HR managers today is selecting e-
recruitment systems.Recruiting is the leading HR investment
category. The startup market is active and users are asked to try a
wide range of technologies. The competition is intense and users are
motivated to evaluate their options.
• But users face big decisions. For instance, is a vendor's chatbot
technology intelligent enough to keep a potential applicant engaged?
Is a machine learning tool for finding passive candidates effective
enough to risk the investment? The e-recruitment market is
increasingly using analytics.
• This market is fast-moving and bringing in large vendors with access
to lots of data. Google released Hire in 2017, its recruiting platform.
Facebook is expanding its job capabilities, and established job boards
such as CareerBuilder and Monster.com are increasing the analytics
underlying their platforms.
• Organizations face multiple recruitment challenges. Here are some that arise
often:
• The need to hire quickly. Most companies want to fill their job openings
fast, but often face shortages of qualified candidates. This may cause hiring
teams to wait longer than necessary for good candidates to enter the
pipeline until it becomes imperative to hire someone. This “panic hiring”
may often result in bad hires and high costs for companies.
• Tip: Posting job ads and waiting for candidates to apply may not always be
the fastest approach. Consider proactively sourcing passive candidates
through social media or sourcing tools like People Search.
• The need to reduce recruiting costs. Recruiting costs include all costs
associated with attracting, communicating and evaluating candidates, as well
as costs of internal processes and recruiter salaries. These costs may put a
strain on company budgets, especially when it comes to startups and small
businesses.
• Tip: Track all recruitment costs, from premium job board fees to interviewing
costs. Discover which recruitment techniques andsources work for you and
invest in them. Consider cost-effective recruitment methods, like
referral programs and free job board posting.
• The need to make data-driven decisions. Companies can use
recruitment data and metrics to constantly improve their recruiting and
make more informed decisions. Hiring teams need ways to compile and
organize data in an efficient and streamlined way.
• Tip: Invest in an applicant tracking system (ATS) that has the reporting
capabilities you need. If you already have an ATS, ask your account
manager to show you how to manage data from your recruitment process.

• The need to build a strong employer brand. Your company’s

employer brand depends on many factors: fromcandidate experience to
your investment in employee development. It’s challenging to create and
enhance your employer brand, but it can result in
higher-quality candidates and greater employee retention.
• Tip: Create recruitment processes that put candidates first. Use social
media and your careers site to showcase your culture, benefits and
employee stories. Also, it’s a good idea to monitor feedback on sites like
Glassdoor and respond to reviews.
• The need to recruit diverse candidates. Diversity benefits
your workplace, but many companies
struggle to attract and hire diverse candidates. Unconscious
biases and stereotypes are often the reason for this issue.
• Tip: Consider creating a blind hiring program. Your ATS might
have the option of obscuring candidates’ photos and names.
Shift to more effective hiring methods, like
structured interviews, and invest in training to help
interviewers combat their biases.
 What are some common methods for Generation Y
recruitment?
• Generation Y, or millennials, is the generation of people born during the 1980s and early 1990s. This
generationswitches jobs frequently because they don’t like staying static. To recruit millennials, consider
these methods:
• Focus more on potential and less on years of experience. Often, companies ask for candidates who
have “X years of experience” in a job. Millennials might not meet this requirement due to their job-
hopping, but they may still make valuable employees. Ask for transferable, job-related skills, instead of
experience.
• Build a strong employer brand online. Millennials are more likely than older generations to use social
media to research companies. Aim for positive candidate experience and strengthen your presence on
social media (e.g. with photos of life at your company and employee activities.) To reach a wider
audience, use multiple social platforms; from Facebook and Twitter which have audiences of all ages, to
niche platforms like Instagram andSnapchat, where millennials are more active.
• Invest in referrals. Encourage your employees to refer candidates for positions in your company. Ask
your millennial employees to dig into their networks and refer friends, previous colleagues or fellow
students. Create an effective referral program to encourage referrals.
• Advertise your perks. Apart from competitive salaries, many millennials
value perks like flexible hours and development opportunities. To attract millennials, promote your
policies and training and development initiatives on social media and your careers page.