Recruitment Methods: Appropriate Usage and Timing
Employee Referral and Realistic Job Preview
Different recruitment methods are hiring process tools that involve the selection of specialists following a company’s goals and needs. Potočnik et al. (2021) highlight employee referral and realistic job preview as the most influential modern strategies when interacting with candidates. The practicality of using the first option is acceptable in cases of recommendations of candidates from current employees being a direct supervisor.
The second option works well at any stage of the hiring process, especially when conveying accurate, objective, and balanced information, which is necessary to avoid staff turnover as a resource. Moreover, e-recruitment methods are no less relevant, focusing on operating Internet resources (Hacioglu, 2020). An organization’s effectiveness and technologization are essential for applying these techniques in a recruiter role.
Direct Advertising and Recruitment Agency Services
However, classic hiring methods like direct advertising and recruitment agency services are still gaining popularity. Direct advertising is the most common recruitment strategy through media and social networks, and it is recommended for a hiring manager role. This approach is appropriate for small businesses with a minimal budget and for getting an instant response.
The method based on recruitment agencies involves seeking help from reputable recruitment organizations such as Michael Page Middle East or Mindfield Resources Consultancy. It should be used when a company looks for highly specialized talents or builds a team in another region, being a head of HR. In particular, this tactic is relevant when a business needs to save resources and minimize the risks of overtime costs paid to current employees while searching for another candidate.
Factors Influencing Recruitment Copy Content Decisions
Corporate Image
Corporate image, the accuracy of the information, and the targeted audience are the three main aspects that an employer should consider when deciding on the content of a copy used in hiring practices. Primarily, one should remember a company’s corporate image and accurate and positive information about it. A competently and correctly constructed message about the merits of working in a firm determines a reliable perception of candidates about a particular place of work. If an organization is well-known and prestigious and has a good reputation as an employer, the interest in its vacancies is higher.
Targeted Audience
In addition, it is imperative to consider a target group and anti-discrimination moments. Some requirements for a potential employee are mainly based on qualifications, experience, particular skills and abilities, and personal qualities. A company determines the specifics of hiring in advance based on its intentions and goals, focusing on the laws on equal opportunities and several fundamental principles of integration, diversity, fairness, and inclusivity.
The Information Accuracy
Furthermore, accuracy, objectivity, and reliability are the main components when formulating a message. A vacancy built on impartiality, neutrality, exactness, and validity can attract a diverse pool of candidates consisting of talented and capable professionals (Villeda et al., 2019). The vacancy must correspond to market realities, a description should be simple and specific, and requirements for an applicant should be balanced. Hence, an explanation of the essence, specific working conditions, job responsibilities, and requirements for a specialist should be understandable for a target audience.
References
Hacioglu, U. (2020). Handbook of research on strategic fit and design in business ecosystems (advances in e-business research). Business Science Reference.
Potočnik, K., Anderson, N. R., Born, M., Kleinmann, M., & Nikolaou, I. (2021). Paving the way for research in recruitment and selection: Recent developments, challenges and future opportunities. European Journal of Work and Organizational Psychology, 30(2), 159-174. Web.
Villeda, M., McCamey, R., Essien, E., & Amadi, C. (2019). Use of social networking sites for recruiting and selecting in the hiring process. International Business Research, 12(3), 66-78. Web.