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Essay on Recruitment Advertising

Advertising for jobs and other forms of recruiting has evolved into a comprehensive approach in today’s highly competitive talent market. Advertising online for job openings is a crucial tactic for reaching potential candidates, boosting the employer brand, and expanding the pool of qualified applicants from which to choose. There are a number of benefits and drawbacks to using different promotional channels to promote recruitment. Motivating current staff members is often assisted by hiring from within. Truly, this puts an end to undesirable organizational habits like rising absenteeism and significant employee turnover. On the other hand, a toxic culture inside a company may be fostered and maintained by relying only on internal candidates (Ford et al., 2019). Ads in newspapers, magazines, and other print media are effective ways to get your message out to prospective new employees. However, compared to social media, print advertisers to reach as many prospective candidates. The use of social media is crucial in order to attract a broader pool of prospective online students. Moreover, job seekers might use social networking sites to find openings of interest to them. However, those without cellphones, those in outlying areas, and prospective recruits from regions with limited access to electricity have disadvantages while using social media.

Corporations use job fairs to publicize their services and recruit new employees. Job fairs are a great way to advertise open positions to a large pool of qualified applicants. But employment fairs restrict access to applicants from extensive sources like demographic regions. A similar pool of potential employees may be found at professional gatherings. It also reduces opportunities for a diverse workforce. The monster and other online sources provide access to a large pool of qualified candidates, much like social media (Ford et al., 2019). However, this disadvantages prospective candidates who live in areas without reliable access to utilities such as electricity and the internet. Potential employees may be found in large numbers at institutions. However, their abilities and backgrounds are restricted. In addition, search engines play a critical role in promoting open positions throughout the web and other channels. The heavy reliance on social media in search company recruitment is a major drawback.

As a recruiter, I tailor my approach to each potential source of candidates. Advertisements in newspapers and other print media may be sent to news organizations to publicize job openings, which is useful for both external and internal recruiting. However, employers are increasingly posting job openings and recruiting on social networking sites like Twitter, Instagram, and LinkedIn. Tabletop displays at career fairs and other professional events are a valuable resource for sharing information with attendees. Therefore, businesses rely on educational institutions to provide them with ready-made graduates to fill open positions. The fact remains, however, that search companies compile recruiting data from a variety of sources and publish it online (Puncheva-Michelotti et al., 2018). These tools provide varying outcomes for each approach used, depending on the time constraints, breadth, and depth of the recruiting procedures, and required quantity of possible recruits. Each one, in fact, offers a satisfactory return on investment.

The traditional methods of recruiting have evolved to meet the needs of today’s extensive and fast-paced recruitment operations. The internet and social media are routinely utilized to screen out online applicants in my present field. Thus, talent management teams have turned to online and social media resources like Google to discover qualified applicants (Puncheva-Michelotti et al., 2018). Candidates seeking employment have also played an important role in revealing details about recruiters. Indeed, this has simplified the way businesses find and hire new employees.


Ford, K. L., Albritton, T., Dunn, T. A., Crawford, K., Neuwirth, J., & Bull, S. (2019). Youth study recruitment using paid advertising on Instagram, Snapchat, and Facebook: cross-sectional survey study. JMIR public health and surveillance, 5(4), e14080.

Puncheva-Michelotti, P., Hudson, S., & Jin, G. (2018). Employer branding and CSR communication in online recruitment advertising. Business Horizons, 61(4), 643-651.


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