Effective and ineffective job advertisement

“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.

To start with recruiting, recruiting is the most basic but also most important strategy for a company, and it is also the part of duty for human resource management. MUJI has a development department which makes new design or develop new products it is an

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

To improve my advertisement, I changed my order of ad. The order is brand name, rebate - special price deal, easy to use, largest data storage on market, feature office applications, feature engineering apps, link PCs with network/internet and picture of business professionals.

Based on advertisement 1, we can see the attractive in this advertisement which has the right specific job advertisement to attract the job seeker to apply this job.

Newspaper ads that include colors, photos and artwork to attract readers attention are considered displays. Displays are very important because they attract the attention of the readers in areas where the simple text in the columns do not. It’s also important that the displays are different and exciting. They need to catch the readers eye, and give interesting information

A help wanted ad should include the title of the position, location, summary, responsibilities, job requirements, available shifts and how to apply. In addition, a help wanted ad should be presented in such a way that it piques the interest of any potential candidates by using catchy phrases or words that draws them in, keeps them interested and moves them to apply.

Good advertising messages are especially important for today 's high cost and saturation of advertising medium. Average consumer has access to variety of television channels and radio stations, as well as wide selection of magazines that contain advertisements specifically targeted for the consumer. Countless catalogs, advertising by mail, and a steady stream of other advertising media can be added to traditional methods. Consumers are literally bombarded with advertising messages at home and at work, and on the street. Some customers get tired of all this turmoil advertising. In addition, it causes a big problem for advertisers. It’s becoming too expensive and sometimes difficult to stand out from the crowd.

Another deficit of job seekers can be reveal by the way a person fills out a job application, whether it is paper of electronic. Improvement can be made in this area

Recruitment is the process for attracting candidates for vacant jobs , and it’s done through giving attractive advertisements for the jobs , Also by creating well defined job descriptions for the various jobs , The aim of recruitment is to attracts the right candidate for the various job , It’s the first process in selection process.

Recruitment and selection is very important. Organization performance depends on the recruitment and selection process because if quality soldier does not get selected then the standard of British Army will drop and they might not be able to do the job, so they will add extra cost such as extra training, medical and welfare. Once the decision has been taken by the Ministry of defense wants to advertise a job vacancy a decision must be taken as to how the advert will be worded and where it will be placed. The first decision will be dictated by HR policy. If the company decides to keep the advert Internet, then they can use the Army Jobs webpage, soldier’s magazine. The choice of method depends on the type of vacancy; if the Army Officer is in short occupation list then the main point to advertise will be University Canteen, University Job fare.

The different methods on improving recruitment and selection can be done through psychometric tests, assessment centres and job simulation. Both job description and person specification has its own different purposes but both are linked since the job description is derived by the person specification. A cost and benefit analysis helps in choosing the best one to use in advertising since it gives a brief

Position advertisement can be posted internal and external way. Internal means that if staffs currently work in the hotel and they are interested on the vacant position, then they can apply directly through the HR department. Human Resources and Employment shows that an internal recruitment can enhance the relations between the hotel and employee, also reduce the

Recruitment: different recruitment channels e.g. adverts, agencies, ‘head hunters’’ internet sites, job fairs; provide advice to managers on recruitment; writing job descriptions using an appropriate model e.g. seven-point plan; writing person specifications; writing job advertisements and selecting appropriate media for internal and external advertisement; managing application forms

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).