Identify job openings through hr planning or manager request. 1: specify job requirements using job description/specification, select appropriate methods/sources of recruitment, generate pool of qualified recruits, constraints: promote-from-within policies, compensation, employment equity, competitors, labour shortage. If app form has illegal questions, unsuccessful candidates may challenge legality and burden of proof is on employer: can be used to predict job performance. Recruitment begins with the identification of a position that requires staffing. The second step in the recruitment process is to select methods of recruitment. Compensation policies regarding the pay structure and benefits package can pose a constraint on recruiting. Current employees are generally the largest source of recruits. It is essential to inform unsuccessful internal applicants as to why they were rejected. Job postings increase the likelihood of special deals and favouritism. Skills inventories are not a good reference tool.