The recruitment-selection-orientation process marks the critical juncture in the new employee's transition from school to work. The expectations which are formed during this time have a direct bearing on whether he or she remains or seeks alternative employment. Small organizations can seldom afford the time and effort needed to mount a genuinely effective recruitment-selection-orientation program. This article describes, through a case study, how a state agency of just seventy-seven people successfully developed such a program. It describes strategies and provides resources for those in other small organizations to use.
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