IntroductionAccording to Mondy (2008), "Recruitment is the process of attracting individuals in a timely manner, in sufficient numbers and with appropriate qualifications to apply for positions of I work with an organization” (p.110). With organizations realizing their turnover rates, employee recruitment efforts have, in recent times, been a top priority for human resources (HR) departments efforts are critical to job performance and to the overall effectiveness and efficiency of an organization. The implemented recruitment strategy should be well thought out and organized to attract top performers. History Over the past fifty years, recruitment strategies have have evolved enormously from poster ads, employee referral programs, newspaper ads, job fairs, online job ads, to ultra-popular social networking recruiting systems. Just a few years ago, in 2003, the preferred method for recruiting employees was through newspaper advertisements. Today, most organizations have shifted their job promotion platform from print media to online portals such as internal web systems and social media platforms. As the economy improves and competition increases, recruiting top performers will become more difficult. (Forbes) Add more. Sources of Recruitment Recruitment is divided into two, internal recruitment and external recruitment. Recruitment sources explain where and how a potential candidate can be located, both internally and externally (Mondy, 2008). Sources are classified as follows: Internal Sources • HR Database: An internal tool used to qualify/disqualify current employees to fill open positions. • Job Postings – process used by current employees to apply for a job transfer. • Employee referrals – method used by current...... middle of document ...... 2007). Hundreds of companies are using the power of a structured internship program to recruit top-performing millennials. Both college students and companies use summer internship programs as an opportunity to receive mutually beneficial experiences. The student gains valuable training and real-world experience while the future employer receives valuable work. “According to a Lindquist/Endicott report, in 1993, 17% of all new hires were interns” (Pianko, 1996). Once again, organizations aware of their financial burdens realize that hiring an intern is substantially less expensive than hiring a full-time employee. Co-author of the Princeton Review Student Access Guide to America's Top Internships, Samer Hamadeh, estimated that hiring an intern cuts hiring costs in half (Pianko, 1996). The retention rate is said to be much higher when hiring an intern.