Printed Media: A Traditional Recruitment Method - Essay Sample

Introduction

Printed media is a traditional recruitment method, which utilizes print advertising to reach out for candidates. The method is, however, not fancied currently because it is considered outdated and not an effective standalone method. The method is best used when recruiting persons with the skills of individuals who still rely on print media to access information. The job market includes heavy industry, manual work, mechanical and service jobs such as working in restaurants.

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Printed Media

Advantages

The method target experienced audience aged 55 and above. It, therefore, becomes ineffective when an organization intends to recruit a less experienced audience. The method is only effective when hiring locally and not the international market.

Disadvantages

The current age of the internet has prevented people from reading newspapers. People prefer online news; therefore printed media do not allow for more access to classifieds. Slow publishing process does not allow for adverts with short deadlines. It limits the scope of applicants since newspapers are accessed within a specific geographic area, locking out skilled and qualified persons from other areas. Adverts limit the number of words used, and extra charges are applied for extra words, therefore, a disadvantage to smaller companies.

External Agencies

External agencies provide outsourcing services for companies who intend to carry out recruitment. They are experienced, and its activities are to look for the best candidates in the market (Greenidge et al. 2012, p 164-182).

Advantages

External agencies provide an organization with the opportunity to a large pool of applicants, therefore, increasing the chances of landing best-suited person for the job. It also opens doors for a fresh outlook of the recruiting company within the industry, therefore, allowing the company to compete with already established organizations. External agencies provide fresh skills and input. It is likely that the company will find a fresh candidate with potential skills that can improve the company.

Disadvantages

Limited understanding of the recruiting company. The candidate recruited through an external process might not understand the internal environment of the company, therefore, limiting their performance in future work. It is a higher risk recruitment method when the preferred candidate selected for a particular post is not actually worth it. Time-consuming since the process might take longer time to sort out a large number of candidates applying for the job. High costs, as the recruiting company, is required to pay the outsourcing company for their services.

Education Liaison

Education liaison is programs established by institutions independently aimed at recruiting and coordinating students with potentials employers. Liaison officers assist students in identifying opportunities to develop a working relationship after completing school.

Advantages

Education liaison provides an opportunity for students to continue the successful development of their careers after completing schools. Students are able to identify their areas of strength at an early stage, therefore, facilitating for easy adaptation in the job market. Liaison makes it easy to monitor, evaluate, and respond according to market trends. The organization does not have to spend much time recruiting new employees since liaisons in university would have made it possible for them. In most cases, new recruiters fresh from universities are energetic, therefore putting in new efforts and significant input to the organization. Graduates have the potentiality of improving the performance of an organization since the recruited students will work hard to work towards fulfilling company objectives.

Disadvantages

Liaisons can limit options for employers in cases where education liaisons officers are biased. At school level students have not had a chance to be tested for their abilities in the job market; therefore, employers might be frustrated by changing new employees after a short period. Graduate recruitment is time-consuming and expensive. A company representative has to spend much of their time sending application forms to institutions. It also requires time and engagement to discuss with students on their motivation to be part of the recruiting company.

The Classic Trio of Employee Selection Method

The classic trio of selecting employees are application forms, references, and interview.

Application Forms

It is the curriculum vitae that ensures that an applicant expresses their information considered to be relevant to job applied. The application form provides a basis to be used by the employer to select the best candidate for interviews (Dany and Torchy, 2017, p 68).

Benefits

Application forms can be used with ease while matching against job criteria. They are designed to make sure all relevant and intended information about a certain job are provided. Employees get a chance to see the capabilities of applicants in written form before the actual interview.

Disadvantages

Application forms do not provide the real image of an applicant since written information can be inflated to fit in the interest of the candidate. The information provided in the application form is most of the time not accurate since applicants are tempted to leave out some parts of the information about their character. Someone else other than the candidate to be interviewed can also complete the forms.

References

References are the second element of the classic trio whose intended work is to shortlist most promising candidates for the job. It is the review of information provided by the candidate through their application forms or curriculum vitae.

Benefits

References make it possible for employees to confirm the validity of the information provided by the candidate in their application forms. It also provides further information regarding the employment history of the job applicant. The referee should be able to provide highlights regarding the achievements of the candidate at their current working place. The referee can further provide information regarding candidates strengths and areas to improve on.

Disadvantages

Counter-offers. A request for the referee from the current employer means that your employer will be informed on the desire of the employee to quit their company. The employer might be tempted to provide a counter-offer in an attempt to retain the employee. The two organizations might find themselves in a bidding war in their attempt to retain or secure the best candidates in the market. Misleading references from employers who might get upset with their employees for choosing to leave their organization. The employer might deliberately provide negative references with the aim of reducing the chances of the candidate to get the job. Peer references in a case where a candidate is forced to provide references from their current employer. The candidate might seek references from their peers, therefore, reducing the value of the reference.

Interview

The interview is the most commonly used method by employers to choose candidates. The interview is the stage whereby an individual is asked a series of questions. The responses from the candidates provide an insight into whether the person is fit for the job or not. Interviews should be carried out in a systematic manner to avoid unreliability.

Benefits

It provides an opportunity for the employer to get a chance to meet with the candidate. The employer can further make inquiries regarding the information provided in the application forms by the candidates. Interviews also provide a chance to ask the candidate what if questions. The candidate is also given an opportunity to ask questions regarding the organizations and their expected job description.

Disadvantages

Interviews can be subjective if the employer relies on the first impression to make decisions regarding the candidate. The interviewers might also be subjective and biased with an intention to favor persons they know outside the organization. There are other factors that might negatively impact the outcome of the interview if the questions asked are poorly structured. The interview might not provide candidates with equal opportunity if the candidates are asked different questions.

Employee Induction

Employee induction is the process used by organizations and employers to ensure their employees are committed to their work. The process involves the introduction of an expected job after recruitment. Employees are offered orientation and proper training for them to have a clear understanding of the organizational culture. Employees should be trained on the importance of interdependence within the work place. Introducing employees to the new working environment through induction provide them with an opportunity to have a positive perception of the working atmosphere while addressing their job concerns (Daskalaki 2012, p 93).

Importance of Employee Induction

Saves Time and Money

Employee induction is the first program carried out involving employees after joining an organization. Induction is therefore supposed to act as an avenue to inform the employee about what is expected of them in order to perform to best of their abilities. A well-trained employee will have few difficulties when rendering their duties. Adapting to the working environment at a faster pace will ensure that the organization does waste time and money trying to repeatedly train employees. Induction, therefore, makes it easy for the employee to deliver their work quickly immediately after joining an organization.

Reduction of Employee Turnover

Most employees always have expectations and questions regarding what is expected of them. Expected questions from the employees are answered during induction. Induction training should, therefore, be done effectively and extensively in order to ensure that employees get to understand the organization and their scope of work fully. Well trained employees will start their work with ease and limited frustrations. Employers will, therefore, get increased staff retention when they provide their employees with effective induction training.

Workplace Culture

Organization's success varies, and each has their unique cultures. New employees, through induction training programs, are able to align and get a quick understanding of an organization's culture. New employees are, therefore required to have a clear understanding of an organization's goals and objectives. Employers are able to ensure that new employees have an understanding of company policies and safety requirements. Compliance of policies set up by organizations reduces the chances of employers having to engage their time in solving cases that arise from neglect of critical policies.

Productivity

Induction provides a chance for employees to embrace productivity from right after the start of their job. A good understanding of their scope of work ensures that employers are not worried about the productivity of their employees. Company reputation is boosted when the induction process is established for all new employees. The professional business impression gets a plus with adoption of induction processes.

Value and Respect for the New Employees

Proper and effective induction program improves the sense of acceptance of employee by the organization. Employees get to request clarification on unclear circumstances and doubts about what is expected of their job. Induction, therefore, will ensure that the employees are confident about their job within the organization. A welcomed employee is a happy employee, which translates to motivation and great working experience.

Induction provides information and establishes good communication...