Decisions about where to look for applicants is a critical element of an organization's recruitment strategy. Recruitment sources are unlimited; therefore, an organization must decide how to reach the best sources of potential employees.

Sources of recruitment include: internal and external sources, direct applicants , referrals, advertisements, electronic recruiting, public and private employment agencies, and colleges and universities. Evaluating the quality of recruiting sources can be done by compiling yield ratios that express the percentage of applicants who successfully move from one stage of the recruitment and selection process to another.

Read the case below and answer the questions that follow.

A large Midwestern university is opening a regional branch an hour away from its main campus. Labor projections suggest that the university will need to hire 200 new employees to fill cleaning, maintenance, security, cafeteria, and other entry-level positions. Because of traffic and bad winter weather, it is unlikely that many of the university's current staff will want to transfer to the new branch campus. Most of the positions that have openings are hands-on manual-labor jobs that do not require a college education, extensive computer skills, or office experience. The university would like to minimize the cost of its recruiting efforts.

Which of the following recruitment sources is NOT one that the university should consider to hire for its entry-level positions?
(A) Electronic recruiting
(B) External sources
(C) Direct applicants
(D) Headhunters
(E) Referrals