PEOPLE RESOURCING Chapter Nine Recruitment Advertising

Recruitment involves actively soliciting applications from potential employees. It is a separate activity from selection – which is the process used to decide which applicants are best suited to the roles on offer. Whenever recruitment is considered, it is important to determine whether or not there really is a need to recruit outside the organisation at all. Can duties be redistributed amongst existing staff, or might an internal candidate be suitable? The relative significance (in terms of cost, management time, and organisational success) of recruitment in comparison to selection varies according to the state of the labour market.

Internal recruitment There are four distinct internal recruitment activities: promotions from within lateral transfers job rotation rehiring former employees.

Advantages of internal recruitment: It is more cost-effective. It helps to establish a strong internal labour market – improving the motivation and commitment of the workforce. The employee has a better knowledge of the job and the culture. Recruitment is less of a ‘shot in the dark’. Disadvantages: It tends to perpetuate existing ways of thinking. It tends to perpetuate existing imbalances in workforce make-up. Managing unsuccessful applicants can be problematic.

External recruitment Many different approaches can be used, the five most common being: printed media external agencies education liaison other media professional contacts. When deciding upon which method is most appropriate, employers must consider the costs, the appropriateness for the target audience, any time constraints, and the volume of applications likely to be generated.

Recruitment adverts Recruitment adverts account for UK costs of over £1 billion each year, in: local newspapers national newspapers trade and professional journals Internet forums. Factors to consider include: - style and wording- wide trawls v wide nets - realistic v positive- precise v vague information - corporate image v job detail- plain-speaking v elaborate

Internet recruitment Several options are available: employer websites cyber agencies jobsites linked to newspapers and journals jobsites operated by employment agencies.

Advantages of Internet recruitment: There are sometimes substantial cost savings. The potential audience numbers millions. The response for job-seekers may be swift and easy. Disadvantages: Employers can be bombarded with applications from unsuitable candidates. Many job applicants are wary of submitting personal information via the Internet. Technical problems such as computer crashes and viruses may cause complications. Potential applicants can be lost if the website is poorly designed and hard to navigate.