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Advertising Possibilities And Recruitment Agencies
Firstly, advertising on general jobs boards: In this day and age, there are a small number of extremely large general jobs boards, which cover every sector of the economy. The amount of visitors and applications that go through these sites are enormous. For example, monster.co.uk gives massive exposure for job advertisements; however the flip side is that you can get a non specific response. The problem is perpetuated if you operate in a specialist sector. Secondly, CV searches on general jobs boards. The large job board operators usually permit recruitment agencies to search the uploaded CVs for specific criteria. This may well avoid the non specific response problem mentioned above, if you operate in a specialist sector. This can be a good method for making a high quality shortlist, in a short period of time. As this option has become more popular, the board operators have become more efficient at ensuring that candidates returned on the search will indeed be genuine job seekers. Obviously, as this method of attracting candidates has become more popular, competition has become more intense and agencies run the risk of investing time into searching for candidates, without any end product. Thirdly, Press advertising. Before the internet came along, this was the only main way of garnering CVs. It was also very costly compared with today’s internet prices. The main pull of press advertising is that it can provide an excellent profile for your recruitment agency, and is an effective way in branding. If the advert is designed correctly the professional image of your agency will be broadcast to the country. However the amount of candidates press adverts can bring in, is negligible compared to some of the internet packages available now. Fourthly, specialist specific job boards. This should be the most direct method for recruitment agencies to garner CVs in their specialism. Job boards that are targeted to the specific sector are most definitely more appealing to those hunting for jobs, and those hunting for candidates. If designed with care, they will likely be preferred to general boards by google.co.uk in its rankings for the specialist sector. Finally are resourcing agencies. This is perhaps the most recent invention in candidate garnering. These are agencies that start the recruitment process away from the consultants, usually where labour is cheaper. These agencies are told by the consultant to search job databases for a particular ‘type’ of candidate that will be suitable to the job description. By using a resource agency, the recruitment agency saves money on advertising and reduces their initial workload. The obvious flaw in this procedure is that the cheap labour in the resource centre, is likely not to be skilled in certain sectors and this may not be a good option for specialist sectors. The power of the internet dominates how most modern businesses operate. As a result recruitment agencies use a variety of tools that are available to them, rather than a sole method, to garner candidates. There may well be more options arising in the coming years as communications develop further. Article Directory: http://www.articledashboard.com John Bult runs an internet jobs site for recruitment agencies in the UK. |
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