Recruiting methods vary from field to field and business to business. Some companies have strict rules when it comes to recruiting new employees for their business. Other companies are more free form when it comes to internal policies regarding recruiting and companies like these often let their field managers use their best judgment when recruiting candidates to fill positions within their organizational node.

There are many ways to approach the situation. When it comes to retail operations, a lot of management teams at department stores and high volume retail outlets will search competitors and other businesses within their geographical district. It is not uncommon for companies in a mall/shopping center setting to send their store managers on recruiting missions (and indeed, at some retail establishments, managers are expected to meet a quota for recruited personnel.

Recruiting is often approached lightly and casually at first, with recruiters assuming the role of shoppers in the retail environment of their desired target of recruitment. This affords the recruiter an opportunity to observe the potential subject of recruiting in his or her natural environment and gives the recruiter a chance to make note of desired traits or bad habits.

If the recruiter finds that the subject has desirable traits for a new hire, then the approach is made, casually at first, perhaps feeling out if the target is happy where they are or to get an idea what kind of compensation would be required to woo the potential from their current employ.

Once the basics are determined, the recruiter's next job is to meet with the prospective employee on neutral ground to discuss the subject's potential future in the employ of the recruiter's company.