Recruiting the best and brightest for employment in Canada's public sector

Closing the Implementation Gap: Recruiting the best and brightest Recruiting the Best and Brightest for Employment in Canada’s Public Service Introduction Recruitment,  attracting candidates  to  apply  for  positions,  is often seen as  an  undesirable  but  necessary  precursor  to  selecting  (e.g.,  screening,  testing,  and  hiring)  employees;  something  often  delegated  to  the  newest, [...] Closing the Implementation Gap: Recruiting the best and brightest In the pages that follow, we a)  brieKly  review  the major  theoretical  perspectives  typically  used to  inform  recruitment  research,  b)  discuss  the  applicant  and  organizational  characteristics  inKluencing  recruitment  processes,  c) identify potential recruitment challenges facing organizations today and, Kinally,  d) [...] Closing the Implementation Gap: Recruiting the best and brightest other words,  The Civil  Service may not only  need to  monitor  and change  the perspective  recruits  have  of  the  organization  and  job,  but  also  be  careful  to  monitor  whether  their  image is narrowing the type of applicant that tends to be attracted to apply for a position. [...] Closing the Implementation Gap: Recruiting the best and brightest the paper will take a more practical approach to examining how recruitment is assessed, as  well as factors likely to impact its success. [...] Closing the Implementation Gap: Recruiting the best and brightest processes  to  proceed  in an expedient  fashion.    Recruiting  delays  contribute  to  applicant  withdrawal  (Rynes  &  Cable,  2003).    Of  course,  those  who  are  likely  to  withdraw  are  typically those with the most options (in other words,  the best candidates).   Recruitment  delays  inKluence  perceptions  of  organiz