Agencies should determine the minimum qualifications for applicants and avoid using standards that are unrealistic in comparison to the skills available among applicants. Recruitment managers should consider legislative or judicial requirements regarding physical qualifications, residency and citizenship, education, and skills. Managers should also define the geographic area of recruitment, contact local educational institutions and the military community, and encourage current personnel to recruit through their informal networks. They should also develop and use recruiting materials creatively, focusing on brochures and media news stories. Agencies should also recognize that workforce policies such as educational leave, compassion in cases of illness and injury, and other accommodations will result in a stable and responsive workforce.