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Chapter
18
Recruitment and Selection
229
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local newspaper advertisements – 29 per cent;
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specialist journals – 24 per cent;
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Jobcentre Plus – 19 per cent;
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search consultants – 17 per cent;
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links with educational establishments –
14 per cent;
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national newspaper advertisements –
12 per cent;
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social networking sites – 9 per cent.
Note the predominance of corporate websites and
local agencies as sources of candidates. It is also
interesting to note that referrals are the third most
popular method.
There is usually a choice between different
methods or combinations of them. The criteria to
use when making the choice are: 1) the likelihood
that it will produce good candidates; 2) the speed
with which the choice enables recruitment to be
completed; and 3) the costs involved, bearing in
mind that there may be direct advertising costs or
consultants’ fees.
Online recruitment
Online or e-recruitment uses the internet to adver-
tise or ‘post’ vacancies, provides information about
jobs and the organization and enables e-mail com-
munications to take place between employers and
candidates. The latter can apply for jobs online
and can e-mail application forms and CVs to
employers or agencies. Tests can be completed
online. The main types of online recruitment sites
are corporate websites, commercial job boards and
agency sites. Social media as described below is also
used extensively.
The advantages of online recruiting are that it
can reach a wider range of possible applicants. It is
quicker and cheaper than traditional methods of
advertising, more details of jobs and firms can be
supplied on the site, and CVs can be matched and
applications can be submitted electronically. More
than four-fifths of respondents to the CIPD’s 2013
survey reported that it helped them to increase the
strength of their employer brand. The disadvan-
tages are that it may produce too many irrelevant
or poor applications and it is still not the first choice
of many job seekers. Consider using it in conjunc-
tion with other recruitment methods to maximize
response.
Corporate websites may simply list vacancies
and contact details. A more elaborate approach
would consist of a dedicated website area that gives
details of vacancies, person specifications, benefits
and how to apply for jobs, for example by complet-
ing online application forms and tests. Such areas
may be linked directly to an organization’s home
page so that general browsers can access them.
An intranet link may be available to enable internal
staff to access the website. Some organizations
are building their own professional communities or
talent networks. The management of websites can
be outsourced to recruitment consultants or special-
ized web agencies. The following are guidelines on
the use of websites:
●
Keep the content of the site up to date.
●
Ensure the site is accessible directly or
through search engines.
●
Provide contact numbers for those with
technical problems.
●
Take care over the wording of online copy –
the criteria for good copy in conventional
advertisements apply.
Commercial job boards are operated by specialized
firms such as Monster.co.uk and Fish4jobs.com and
consist of large databanks of vacancies. Companies
pay to have their jobs listed on the sites. Information
about vacancies may reproduce an advertisement
so that the site is simply an additional form of
communication, but some vacancies are only found
online. Links may be provided to the organization’s
website. As recommended by Syedain (2012):
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Go for specialized sites rather than generalist.
●
Stick to one or two sites rather than
spreading your vacancy everywhere.
●
If you are unsure about the best site, Google
the job and browse the sites that come up in
order to see which is most authoritative.
●
Pay to obtain a prominent site.
●
Bear in mind that people who look at the site
are seeking a job. Job sites are not like print
advertisements, which have to attract casual
readers.
●
Ensure that the information you provide is
clear about what you are offering and the
achievements, qualifications and experience
you are looking for.
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