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Good Recruitment Policies
A good leader in CyberArmy must be able to effectively recruit qualified people to fulfill the needs of a project or a brigade. To be a good recruiter, you need to know where to locate recruits, how to attract the recruits to the specific position you offer and how to retain the new members once you have recruited them.
CyberArmy has a lot of resources in terms of recruitment. There is the Brigade Recruitment Forum (http://www.cyberarmy.net/forum/recruit/) , the #recruiting channel on CAIRC and the SAS Jobs Database (http://sas.cyberarmy.net/jobs/). The SAS Jobs Database is usually represented by somebody for the top-level brigade. You will have to locate your brigade's job database representative to have any positions posted for the public.
Finding Recruits
A good recruiter must be prepared to use all resources at his disposal to find the skills and manpower he or she needs. If you are recruiting from within the CyberArmy community, the recruiter must be in the public eye. This means posting in forums and using CAIRC so that the community as a whole is familiar with what you and your brigade/project does and what work you have done in the past. Name recognition can go a long way.
The Brigade Recruitment Forum (http://www.cyberarmy.net/forum/recruit/) should be one of the first places you begin looking for new recruits. You should either advertise what positions you have or look for recruits that are looking to help out. Remember that there are other recruiters out there possibly looking for people with similar skills. So keep an eye on this forum and be prepared to discuss your brigade/project with a recruit at any given moment.
Think of recruitment as a competition. Lots of brigades and projects are looking for people to help them out, and a lot of positions require similar skill sets. A single recruit may get a few offers from potential brigades and projects. Be aware of over-qualified people. These recruits may better serve other brigades that need more skilled people, since the more skills required varies indirectly with the number of qualified recruits. Be agressive, but be fair. Try to keep up-to-date with other brigades needs and be willing to refer people to another brigade in need.
The SAS Jobs Database (http://sas.cyberarmy.net/jobs/) is available to recruits twenty-four hours a day, ideally. If you are not present in any other venue, the Jobs Database will have to speak for you. Therefore, you must coordinate with your brigade representative to keep the database up to date with the latest information.
CAIRC is a real-time resource. You must be present in the #recruiting channel to be an active recruiter, and be prepared to explain your brigade/project's needs upon request.
Attracting Recruits
If a recruit is contacted by more than one recruiter, they are faced with a decision as to which brigade or project to help out. It is up to the recruiter to take the extra steps necessary to secure a recruit for his or her brigade/project. This means giving the recruit all of the information necessary to make their decision.
You must first let the potential recruit know what is expected of them: What skills the position requires, the time requirements of the position, and what they need to be able to produce. You do not want to get a recruit that cannot fulfill you're requirements; it is best to go ahead and get this out in the open. It could save you headaches later on.
Let them know what the brigade or project hopes to accomplish as a whole so that they know where they fit into the overall goal. It is better to feel like you are a member of a group accomplishing a task rather than an individual working on a specific task. It gives a member pride that they are a part of something bigger.
Tell them what taking a particular position can give them. Anybody can achieve some rank through project/brigade work; you need to be able to tell them how they can potentially grow and develop as a result of working with your brigade or project. What does a member stand to learn from helping out? Will they be able to fine-tune their skills?
If you are able to convince them to help out your group, they need to know how to join and what preliminaries they have to fulfill so that they can get to work. This is quite possibly the most important information of all. If they know how/where to join one group and not yours, they may opt to go with the other. Make sure you include how a recruit can contact you, how and where they can sign up to join the official membership as well as what they need to do so that you can get them started on their brigade work.
A good recruiter is professional. They offer the necessary information in an organized and attractive manner. Do not be afraid to use BBCode to give your information an organized and professional appeal.
Retaining New Members
Now that you have a few new recruits, you need to be able to hold onto them. They must feel welcome and an important part of the brigade/project. Do not be overly critical of a new member's work; try to reinforce your expectations and relate your expectations with the group's goals. There will always be adjustment for new members to "get into the swing of things."
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