Obtaining talents is the very first step to gain critical competitive advantages and especially challenging in Taiwan since we are facing a shortage of manpower caused by lowering fertility rate and early retirement. Therefore, the current research is intended to find out the best practice for chosen recruiting methods by developing research questions about the factors in their choices of recruiting, the effectiveness of chosen recruiting methods, and offer suggestions to their challenges existing in current recruiting channels. We adopted qualitative research and conducted semi-structured, in-depth interview with five recruiters from consumer electronics, IC design, e-commerce, hotel and catering, and bank. The data analysis generated key findings in the heavy dependence on 104 Online Job Board, preference in referrals, the lack of attention in social media, partnership with multiple headhunting firms, mismatching in college recruiting and public placement, and also discard of conventional advertisements. The recruiters explained five major factors as in cost, pooling of target candidates, industry characteristics, demand for labor, and adequacy in recruiters. We further noted that recruiters in Taiwan had different extent of proactiveness in recruiting depending on the scale of company and resources given. In conclusion, we offered suggestions to the identified challenges in the hope to serve as an awakening call for innovative and strategic choices of recruiting methods.

Table of Contents
Chapter 1 Introduction 1
Chapter 2 Literature Review 3
2.1 Strategic Recruiting Plan 3
2.2 Recruiting Process 4
2.3 Choices of Recruitment and Human Capital 5
2.4 Recruiting Methods 5
2.4.1 Formal Recruiting 6
2.4.2 Informal Recruitment 11
2.5 Trend of Multi-Sourced Recruiting 13
Chapter 3 Methodology 15
3.1 Qualitative Research 15
3.2 Analysis Techniques 16
Chapter 4 Data Analysis and Results 17
Section I: Data Analysis 17
4.1 Brief on the Interview Companies 17
4.2 Key Findings 19
4.2.1 Job board is preferable over self-web page 19
4.2.2 Social media is not frequently adopted 22
4.2.3 Working with multiple headhunting firms 25
4.2.4 Mismatching in college placement and public placement 27
4.2.5 Conventional ads are completely ruled out 31
4.2.6 Staffing agency for seasonal demand and headcount control 32
4.2.7 Referral is the best rated recruiting method 34
Section II: Results 36
4.3 Respond to Research Question 1 36
4.4 Respond to Research Question 2 38
4.5 Respond to Research Question 3 39
Chapter 5 Conclusion 42
5.1 Practical Implications 42
5.2 Theoretical Implications 42
5.3 Limitation and Suggestion for Future Study 43
5.4 Conclusion 43

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