TheEffectiveness of Recruitment Advertising
Baum,M., & Kabst, R. (2014). The effectiveness of recruitmentadvertisements and recruitment websites: Indirect and interactiveeffects on applicant attraction. HumanResource Management, 53(3),353-378.
TheEffectiveness of Recruitment Advertising
Inany workplace, recruiting the rightful person is very important.Recruitment is the process of hiring a new employee in order tofulfill certain duties. The process matches up the right person withall qualifications needed for that particular position. Interviewsare carried out to ensure the candidate is reliable. An effectiverecruitment reduces turnover possibilities. The recruitmenttechniques that organizations can use to attract potential applicantsin the recruitment process include printed recruitment advertisementand recruitment websites.
Findings
Accordingto the study, “TheEffectiveness of Recruitment Advertisements and Recruitment Websites:Indirect and Interactive Effects on Applicant Attraction”by Baum and Kabst website advertisement has a stronger impact thanprinted advertisement. Printed recruitment advertisement contains theactual picture of employees of a particular organization, applicationinformation, company’s information, and the trainee programfeatures (Baumand Kabst, 2014).It also has low-information-recruitment practices, unlike the websiterecruitment that has high-information practices. Website recruitmenthas a lot of information regarding the company itself, it culture,different job offers, among other information. Further, the authorsof the article find out that the two forms of advertisement do nothave a direct effect on applicant attraction. Rather, they only havea positive impact on applicant attraction when they offer extrainformation about the employer.
Conclusion
FromBaumand Kabst study, the website advertisement has more informationhence, it has a significant positive effect on the potentialapplicants. On the other hand, the printed advertisement has lessinformation hence, provide significantly smaller effect and has lessimpact on employer knowledge (Baum et. al., 2014). However, theemployer knowledge plays a vital role in influencing recruitmentactivities. Therefore,in both situations, employer information should be increased to havean impact on the applicant attraction.
References
Baum,M., & Kabst, R. (2014). The effectiveness of recruitmentadvertisements and recruitment websites: Indirect and interactiveeffects on applicant attraction. HumanResource Management, 53(3),353-378.