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 al 2009). This is because some employees occupy jobs that are less than the skills according to their qualifications, skills and knowledge because of scarce of jobs. So internal advertising will boost employee morale and satisfaction in that they have a future within the company. Internal advertising help employees to shape their carriers by applying for a job rather than being pushed into it. Also employees who take further studies on their free times will also have opportunities to apply for the vacant. HAS HIGH IMPACT
Advertising is also relevant as it has got high impact on applicants in the case of television adverts. This is so because it has got visual effects and attractive pictures which will lure an unlimited number of candidates. For example Zimbabwean National Army advertised job vacancies for army officers on the defence forces day, of which the advert showcased attractive stances like the training processes and the benefits. EASY TARGETING CANDIDATES
Some companies have become very creative in the ways they use to find candidates (Franklin et al 2001). They may still place ads in the newspaper, but they have adopted other innovative methods as well. They do place advertisements at the checkouts of supermarkets and fast-foods restaurants. Some are placed at the notice boards of community centres. At trade fairs and trade shows job ads are placed and some flyers in mailboxes, billboards on road-sides. For the organisation this can be inexpensive and simple to implement and also this makes it easier to target the type of people needed. GLOBAL REACH
Internet advertising is also relevant as it reaches the whole world. Applicants from different countries are likely to be obtained and the company will source a wide range of experts for the post available. More and more employers and candidates are using websites as part of their recruitment and job-seeking processes. Companies can place job postings on their own websites or surf the internet to find...
Please join StudyMode to read the full document