Managing People and Organizations

recruitment by advertising.

SECTION 1

Review of literature on the topic of recruitment by advertising.

In this section, I will be discussing the views of Torrington, Hall and Taylor (2008) and Michael

Armstrong (2006) on the topic of recruitment. More specifically on the method of recruitment by

advertisement.

The section will be divided into three parts. In part one I will be giving a short introduction,

explaining the general topic of recruitment by advertising. Part two will be the review of the

authors views on this topic, followed by part three which will be the comparison of the authors

views.

Part One: Introduction

When organizations want to recruit new employees, they have two choices, either by internal or

external recruitment. An internal recruitment strategy is characterized by promoting employees

within the organization to fill positions. External recruitment is when organizations look to fill

vacancies, by recruiting suitable applicants outside the organization. There are different

methods of external recruitment, these include by head hunting, by campus recruitment, job

centres and lastly by advertisements. Recruitment advertisements are the first impression of a

company to attract new employees, so in a sense it may be the first and last chance to get the

attention of any potential applicants when they first notice the advertisement.

Part two: literature review

Author 1: Derek Torrington, Laura Hall & Stephen Taylor (2008)

According to Torrington, Hall & Taylor (2008), employers use advertising agencies to aid them

in drafting and marketing recruitment advertisements. In contrast with head-hunters or

recruitment consultants, such agencies are considered a cheaper option. The employer saves

money, as the agency receives payment from the commission paid to advertising media.

Torrington, Hall & Taylor (2008) compare the advantages and disadvantages of traditional