Employer's Preference	Risk Level to the Employer	Employer Thinking
Almost Family	Virtually Risk-Free	We know exactly what we're getting
Somebody we already know: an internal appointment is ideal, or someone already doing consultancy or temp work for us.
Known Quantity	Very Low	A Clear Track Record
Maybe someone working for a competitor, someone whose reputation we know, even if we haven't met the individual yet.		This person has done well elsewhere and will do the same for us.
A Friend of a Friend	Low	Safe
In other words, someone who is known and trusted by someone we know and trust or someone who comes highly recommended by a trusted colleague.		We have a pretty good idea of what we will be getting. Fred always recommends good people.
Achiever	Relatively Low	Fairly Safe
Someone who may be known to us at a distance and comes with clear evidence of past success - ideally in terms of a portfolio of work, a fistful of testimonials, excellent and highly specific projects with their names all over them.		Again, clear evidence of past achievement. We can measure what we'll be getting for our money.
Competence-based Recruitment	Moderate Risk	Less Risky
We've accurately assessed what a successful post holder must know and the skills required by the job and we are going to test or interview to identify specific competencies.		We're using a careful filter. We would still like to know what they are like in terms of personality and team fit.
Unsolicited application	Moderately high	Potentially low risk if it's the right person
This is much more than yet another CV sent out on a "spray and pray" basis. A well-aimed direct application can sometimes prompt an employer to do something about a new job or solving an old problem.		We are now talking to strangers but sometimes it's nice to be surprised by the right people. We're more impressed by those who know something about us already, particularly if we have a problem right now.
Attractive Agency Candidate	Risk Increasing	Agencies aren't always good at finding out what a job actually requires
OK, we'll talk to an employment agency or recruitment consultant because they know where to resource people who have done well in the past.		But they can spot high achievers and assess strengths and weaknesses in applicants. They can screen for us. They can sometimes even headhunt.
Response to Specific Advertising	High	Feels like a lottery.
Who knows if we'll get the right people. And we run the risk of buying advertising space without being sure of a result.		It's going to be tough to filter out the ones who know what they're doing. Who do we interview?
Response to General Recruitment Advertising	Sky High	Nobody reads our skill or qualification requirements!
Oh dear. Here we go - hundreds of hopefuls to be filtered out.		Nobody filters these people for us and they're all desperate to get a job.