Recruitment and Selection
In recruitment advertising is the means by which job opportunities are made known to the public through the use of media, local and national newspapers, notice boards and recruitment fairs. Advertising is a form of communication for marketing and is used to encourage, persuade or manipulate an audience to continue or take some new action. Recruitment involves actively soliciting applications from potential employees (Taylor 2005). Advertising has proven to be relevant as a recruitment strategy and this is shown in the argument discussed below.
MAKES SELECTION PROCESS EASY
According to Secord (2003) the objective of recruitment advertising is to ensure that a sufficient pool of suitable candidates is generated from which to make a selection decision. This stage of the recruitment selection process is crucial since the effectiveness of any selection decision is constrained by the capabilities of the available candidates. It is achieved by allowing a relatively wide array of outlets, that is, different types of press and some flexibility in layout and location of the advertisement. (Campton et al, 2009)
MARKETING VEHICLE FOR THE ORGANISATION
Through advertising a better image of the company is created since the advertisement is likely to be seen by a wider audience than just the people who may apply to the organisation in other words it is a marketing vehicle for the organisation. (Elearn, 2009) The statement is implying that by advertising a job vacancy the company ends up gaining publicity, and even the people to whom the advertisement was not directed to will end up knowing that such a company exits. For example if Zimplats advertises for a job vacancy someone interested in platinum will get to know that a platinum mining company exist in Zimbabwe.
IDENTIFIES INTERNAL HIDDEN SKILLS
Internal advertising helps widening the field for the insiders and help to identify employees with talents who otherwise would not be known personally to management (Campton et
MAKES SELECTION PROCESS EASY
According to Secord (2003) the objective of recruitment advertising is to ensure that a sufficient pool of suitable candidates is generated from which to make a selection decision. This stage of the recruitment selection process is crucial since the effectiveness of any selection decision is constrained by the capabilities of the available candidates. It is achieved by allowing a relatively wide array of outlets, that is, different types of press and some flexibility in layout and location of the advertisement. (Campton et al, 2009)
MARKETING VEHICLE FOR THE ORGANISATION
Through advertising a better image of the company is created since the advertisement is likely to be seen by a wider audience than just the people who may apply to the organisation in other words it is a marketing vehicle for the organisation. (Elearn, 2009) The statement is implying that by advertising a job vacancy the company ends up gaining publicity, and even the people to whom the advertisement was not directed to will end up knowing that such a company exits. For example if Zimplats advertises for a job vacancy someone interested in platinum will get to know that a platinum mining company exist in Zimbabwe.
IDENTIFIES INTERNAL HIDDEN SKILLS
Internal advertising helps widening the field for the insiders and help to identify employees with talents who otherwise would not be known personally to management (Campton et