- Set one or two raiders as the owners of the process. You don't want to have a sea of well-intended raid members spamming trade and every other general channel with a variety of messages about what your guild is looking for.
- Define what roles you are looking to fill. It's good to always include the clause that exceptional raiders of any spec are always welcome, but be clear as to what buffs/proficiencies your raid team actually needs to add.
- Communicate your requirements. Include your raiding times, the content you are clearing, and the minimum gear and player statistics you are looking for in your recruitment posts. Insert a question into your raider application that prompts applicants to show they understand those minimums and have evaluated themselves and do meet them.
- Create a plan and stick to it. Have your recruiters decide upon how often they will be posting recruitment listings, to where, and who is responsible. If the recruiter(s) can't keep the listing updated to reflect your guild's current needs and current progress, give the job to someone who can and will do so.
- Give the applicant the opportunity to shine. If you have a well constructed raid application, it should give the applicant the opportunity to show off some personality, while determining if they are a good fit for the guild and the raiding team. Avoid generic or too broad questions — more often than not, applicants give stock non-answers if questions are not very specific.
These are all things I am keeping in mind on a personal level. Tryn and I have been given this assignment in support of our raid team, and are having a great time defining our recruitment goals and getting our plan together. Expect to hear more on this soon.
I love to learn through others' experiences as well, so if you have had particularly effective recruitment or evaluation strategies (or app'd to guilds who DIDN'T have this process down), please do share your stories in the comments.