Human resource management practice I also available by michael armstrong

Chapter 

18

  Recruitment and Selection

233

tabLe 

18.1

 

Summary of sources of candidates

Source

Description

Advantages

Disadvantages

Online 

recruitment

Company websites, job 

boards, social media.

Generally, can reach a wider 

range of possible applicants, and 

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.

Websites can use an 

organization’s brand to attract 

candidates.

Job boards are keyword 

searchable. Job details can be 

changed and CVs managed 

electronically.

Social media are good for reach 

– LinkedIn currently has 100 

million members worldwide.

Generally, may produce too 

many irrelevant or poor 

applications and it is still 

not the first choice of many 

job seekers.

Websites are expensive 

and still need other media 

to drive traffic to the site.

Job boards are bad for 

‘passive seekers’.

Social media – employer/

recruiter has to manage 

own profile.

Advertising

Display or classified 

advertisements in 

national or local 

newspapers or 

journals.

Attract ‘passing trade’ – people 

who are not actively looking  

for a job.

Soon become irrelevant.

Recruitment 

agencies

Mainly recruit office 

and sales staff who are 

registered with them.

Convenient, save time and 

trouble, draw on an established 

pool of candidates.

Can produce unsuitable 

candidates. Pool may be 

limited.

Jobcentres

Mainly for manual 

workers and clerical 

and sales staff.

No cost; usually plenty of choice.

Limited to relatively routine 

jobs.

Recruitment 

consultants

Advertise, interview 

and produce a shortlist.

Provide expertise and reduce 

workload.

Can be expensive.

Executive 

search 

consultants

Conduct searches for 

senior executives.

Can find top-level people who 

might not otherwise be 

interested.

Expensive, limited to top 

jobs.

Educational 

establishments

Universities, colleges 

and schools.

Major source of future talent.

Recruitment campaigns can 

be costly.

Recruitment 

process 

outsourcing

Deliver complete 

recruiting process.

Save time, bring outside 

expertise to bear on recruitment 

problems and free up HR for 

more value-adding activities.

Feeling that provider is too 

remote to deal with the real 

issues and that there is a 

danger of losing control.

---