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(h) The 
internet
. Many businesses advertise vacancies on their websites, or register vacancies with 
online databases. The advantages of '
e-recruitment
' include: 
(i) 
Large audience, reached at low cost 
(ii) 
Interactivity with links to information, downloadable application forms, email contacts, 
and so on 
(iii) 
Pre-selection of people with internet skills 
4.4 Choosing
The choice of advertising medium depends on such criteria as 
reach, targeting
and 
cost.
There is a variety of advertising media available to recruiters. Factors influencing the choice of medium 
include the following. 
(a) 
The
type of organisation
. A factory is likely to advertise a vacancy for an unskilled worker in a 
different way to a company advertising for a member of the Chartered Institute of Personnel and 
Development for an HRM position.
(b) 
The
type of job
. Managerial jobs may merit national advertisement, whereas semi-skilled jobs 
may only warrant local coverage, depending on the supply of suitable candidates in the local 
area. Specific skills may be most appropriately reached through trade, technical or professional 
journals, such as those for accountants or computer programmers. 
(c) 
The cost of advertising
. It is more expensive to advertise in a national newspaper than on local 
radio, and more expensive to advertise on local radio than in a local newspaper, etc. 
(d) 
The
readership and circulation
(type and number of readers/listeners) of the medium, and its 
suitability for the number and type of people the organisation wants to reach. 
(e) 
The
frequency
with which the organisation wants to advertise the job vacancy, and the duration 
of the recruitment process.