In recruitment advertising is the means by which job opportunities are made known to the public through the use of media, local and national newspapers, notice boards and recruitment fairs. Advertising is a form of communication for marketing and is used to encourage, persuade or manipulate an audience to continue or take some new action. Recruitment involves actively soliciting applications from potential employees (Taylor 2005). Advertising has proven to be relevant as a recruitment strategy and this is shown in the argument discussed below.
MAKES SELECTION PROCESS EASY
According to Secord (2003) the objective of recruitment advertising is to ensure that a sufficient pool of suitable candidates is generated from which to make a …show more content…
Also more information can be inexpensively communicated. Companies can effectively illustrate their culture. The company can quite clearly define the kind of candidates they want and those they do not want.
FASTER AND CHEAP
Using the internet is faster and cheaper than many traditional methods of recruiting (Secord 2003). Jobs can be posted on Internet sites for a modest amount, remain there for periods of thirty or sixty days or more at no additional cost, and are available twenty-four hours a day. Candidates can view detailed information about the job and the organisation and then respond electronically.
Above all else advertising as a recruitment strategy proves to be irrelevant in the following ways.
However there is a drawback to the use of websites as only a limited number of candidates can access the information. Only those with computers and those with Internet access can view the advertisement which becomes unfavourable for the recruiting company. It also takes time for those pages that do contain a lot of pictures to load especially for the people in rural areas. So this kind of advertising is limited because not everyone is accustomed to looking for jobs in such a manner.
Advertising can be expensive. It is important to ensure that suitable candidates are attracted; this should be done at the minimum of cost. Not only is it expensive to design the advertisement and to buy media space,
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Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.
I was assigned the duty of carrying out an extensive recruitment needed by the Borgata Casino and Spa; I would have tackled the process the same manner by relying upon outside expertise and technology to obtain the recruitment goals of the company. My technological choice would be based on the fact that Borgata Casino and Spa did not have a physical personnel center. Moreover, the usage of technology via the web is a fast and effective method if conducting massive employee recruitment. The usual traditional process of recruitment was conducted via a standard white and black advertisement, and the content comprised of words only within the ‘Sunday classifieds’ section (Overman,
Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)
“Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.” (Mondy and Noe, 2005 page 221)
The only requirements for online recruitment is access to a computer and the internet. All the documents used in the process of recruitment are in the form of soft copies. The online system can be accessed from anywhere at any time therefore is a universal tool which is highly useful for both recruiters and potential employees (Foster, 2005). Different digital means are used in online recruitment to carry out the required procedures to employ the most competent candidates.
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.
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
“Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most
The process of selection and appointment of suitable candidates for jobs in an organisation, in a short span and cost effectively manner. The process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting candidates, hiring and integrating the new employee to the company. It is a critical activity not only for the HR
Recruitment provides opportunities for the organisation, even the individual’s development. Understand our business need is the way we used to develop position description.(“Recruitment – 10 Key Steps To Getting The Right Person, First Time!,” n.d.) Proper evaluation and description will lead the business to hiring the right person to fit the job.
Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract
E - Recruitment is also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment processes. E-recruiting, embracing the term web-based recruiting can be described as any recruiting processes that a business organisation conducts via web-based tools, such as a firm’s public Internet site or its corporate intranet. We use
The recruitment is the process of locating, identifying and attracting capable applicants for current and future positions (Robbins & Mukerji 1990). According to Klatt, Murdick and Schuster (1985), recruitment may be a complex and expensive activity in a large firm that involves promotions from
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).