EDITORIAL From campus to colleague

Because the youthful desire to be in the lumber business burns less brightly than the urge to be an astronaut, our indus0ry has been forced to excel in recruiting our nation's top graduates, right? Wrong.

Actually, our industry has often done nothing. For some inexplicable reason, our companies have usually given short shrift to the need to secure the best and brightest. The result has been predictable. Thousands of talented, intelligent young people have gone elsewhere, depriving us of the top-of-the-class winners every business needs to succeed.

Sure, there are exceptions. But generally, the pattern has been passive acceptance of those who show up, for whatever reason, as this season's new hires. We can't continue to assume we'll maintain our present high level of quality people by the present method ofby-guess and by-gosh.

Get involved in recruiting, either head fust or by sticking a toe in the water. Arthur Andersen LLP suggests the following ten best recruiting practices: participation in internship programs; appearances at campus fairs and student events; hosting special campus events; upgrading compensation and benefits to stay competitive; continuous communication with students, faculty and staff; continuity and accessibility of recruiters; appearance of senior executives and former students on campus; hosting campus groups in stores and corporate locations; funding newsletters, student competitions, scholarships, and providing company experts for resume writing, interviewing techniques and special management seminars.

Yes, that's a pretty daunting list. But a company doesn't need to do all ten. Maybe one or two will accomplish what you need for your business. You know best. A good place to start is by geaing acquainted with the staff and teachen at local high schools, vo-tech and community colleges as well as universities.

Too many companies grow heavy with senior people only to discover too late that the energetic young people needed for a strong succession are nowhere in sight. Consistent recruiting of the young and eager can help avoid corporate atrophy.