IntroductionAccording to Mondy (2008), “recruitment is the process of attracting individuals in a timely manner, in sufficient numbers and with the appropriate qualifications to apply to jobs with an organization” (p. 110). As organizations realize their employee turnover rates, employee recruitment efforts are – in recent times – a top priority for human resources (HR) departments. These efforts are essential to job performance and the overall effectiveness and efficiency of an organization. The recruitment strategy implemented must be well thought out and organized in order to attract the best performers. History Over the last fifty years, recruitment strategies have evolved enormously. From advertising posters, employee referral programs, newspaper ads, job fairs, online job offers, to the widespread recruitment systems on social networks. Only a few years ago, until 2003, the preferred method of recruiting employees was newspaper advertising. Today, most organizations have moved their job promotion platform from print to online portals such as internal web systems and social media platforms. As the economy improves and competition increases, it will become more difficult to recruit top performers. (Forbes) Add more.Recruitment SourcesRecruitment is divided into two, internal recruitment and external recruitment. Recruitment sources explain where and how a potential candidate can be located, whether internally or externally (Mondy, 2008). The sources are categorized as follows: Internal Sources • HR Database – an internal tool used to qualify/disqualify current employees to fill vacant positions. • RFP – procedure used by current employees to apply for a job transfer. • Employee referrals – method used by curre...... middle of paper...... 2007). Hundreds of companies are using the power of a structured internship program to recruit top-performing millennials. College students and businesses use summer internship programs as an opportunity for mutually beneficial experiences. The student gains valuable real-world training and experience while the future employer receives valuable work. “According to a Lindquist/Endicott report, in 1993, 17 percent of all new hires were interns” (Pianko, 1996). Again, organizations aware of their financial burden realize that hiring an intern is much less expensive than hiring a full-time employee. Samer Hamadeh, co-author of the Princeton Review Student Access Guide to America's Top Internships, estimates that hiring an intern cuts hiring costs in half (Pianko, 1996). The retention rate would be much higher when hiring an intern.