FOUR METHODS BY WHICH PUBLIC EMPLOYERS TYPICALLY OBTAIN APPLICATIONS FOR EMPLOYMENT ARE WORD-OF-MOUTH RECRUITING, NEPOTISM, WALK-IN APPLICATIONS, AND JOB BULLETINS AND OTHER ADVERTISEMENTS. THE SUCCESS OF AN OUTREACH RECRUITMENT PROGRAM SUBSTANTIALLY DEPENDS ON THE COMMITMENT OF ALL PARTIES INVOLVED IN THE PROGRAM. SUCH COMMITMENT IS NECESSARY AMONG ALL ORGANIZATIONAL UNITS AND INDIVIDUALS WITHIN EACH UNIT. AS A MINIMUM, THE FOLLOWING SHOULD IDENTIFY AND PUBLICIZE THEIR COMMITMENT TO OUTREACH RECRUITMENT: CITY COUNCILS/CIVIL SERVICE COMMISSIONS, MAYORS/CITY MANAGERS/PERSONNEL DIRECTORS, POLICE CHIEFS, AND RECRUITING STAFF. EFFORTS SHOULD BE MADE TO ELICIT THE SUPPORT OF EXISTING COMMUNITY ORGANIZATIONS AND THEIR LEADERSHIP. IN RECRUITMENT, PARTICULAR ATTENTION SHOULD BE GIVEN TO JOB DUTIES, PROMOTIONAL OPPORTUNITIES, RELATIONS BETWEEN RECRUITERS AND ALL SEGMENTS OF THE COMMUNITY, THE RESPECT AFFORDED TO RECRUITERS, COMMUNICATION SKILLS, AND THE ORGANIZATIONAL PLACEMENT OF AND SUPERVISORY RESPONSIBILITY FOR THE RECRUITMENT PROGRAM. BECAUSE RECRUITMENT IS A PERSONNEL MANAGEMENT FUNCTION, KNOWLEDGE OF PERSONNEL POLICIES AND PROCEDURES IS ESSENTIAL. ELEMENTS IN DEVELOPING AND IMPLEMENTING A RECRUITMENT PLAN PERTAIN TO LABOR MARKET ANALYSIS, ADVERTISING, COMMUNITY CONTACTS AND RESOURCES, COUNSELING, ORIENTATION PROGRAMS, RECORDKEEPING, AND FOLLOWUP. THE FINAL STEP IN OUTREACH RECRUITMENT IS PROGRAM EVALUATION. RESOURCES AVAILABLE IN TEXAS TO AID IN RECRUITMENT ARE IDENTIFIED IN APPENDIXES, INCLUDING NEWSPAPERS AND RADIO STATIONS WITH MINORITY AUDIENCES AND PREDOMINANTLY BLACK COLLEGES. (DEP)