With low unemployment, finding new hires for financial and technical positions has become an unusually difficult task. How do you determine the best use of time and resources?

• Newspaper or other media advertising is the traditional route for finding new employees. A downside of this method is that it can result in too many unacceptable applicants ... many of whom are over- or under-qualified.

• Online resources and job-posting boards are gaining in popularity, particularly for those trying to fill high-tech jobs. Consider sites such as www.jobs-online.net or www.monster.com (also known as The Monster Board). There is a cost involved, of course, but the potential exists to draw many qualified applicants. This can result in applicant overload: Employers report that they receive hundreds, if not thousands, of resumes in response to on-line ads.

• Some employers rely on what may yet be the best use of time and money: the recruiter. Recruiters can save time by weeding out resumes of qualified candidates, making follow-up calls, and using their network to secure a truly qualified applicant. While there is a fee paid to the recruiter usually based on the a percentage of the first-year's salary, the results often are worth the gamble.

The best method for you may depend on the type of company you are and the type of professional for which you are searching. Experiment with different methods, then select the method--or mix of methods--that works most effectively for you.