A study examined the impact of recruitment policies on the flow of job applicants and quality of new workers. The process of determining a recruitment and selection strategy appeared to be one of considering the trade-offs between engaging in extensive search (high number of applicants per offer) or intensive search (great amount of time spent per applicant) while minimizing the indirect costs of hiring. The number of job-seeker contacts was more responsive to variables describing the probability and number of vacancies than measures of attractiveness of the job. Most firms had a sufficiently autonomous flow of job seekers to avoid undertaking new recruitment efforts each time they had a vacancy. It appeared that since competition forces all firms to pay wages roughly equal to the market's assessment of a worker's generalized productivity, a firm can profit from hiring a worker only if (1) it has information about the worker not available to other employers that implies the worker is better than the market seems to think or (2) the worker has a comparative advantage in working at that firm. (Appendixes to this report include the second-wave report of the National Survey of Employer Hiring and Training Practices and the Employer Demand survey instrument.) (MN)