EXPLAIN THE PROS AND CONS OF TRADITIONAL COMMUNICATION STRATEGIES AND APPROACHES USED BY RECRUITMENT AGENCIES

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EXPLAIN THE PROS AND CONS OF TRADITIONAL COMMUNICATION STRATEGIES AND APPROACHES USED BY RECRUITMENT AGENCIES

Introduction

Recruitment is one of the human resource management functions that have a critical impact on performance of an organization. Acquiring and retaining talents is essential to a company’s success. Computer technology has created a myriad of new strategies and ways for recruitment agencies to communicate and attract potential applicants. Traditional communication strategies and approaches such as newspaper advertisements, broadcasting, and direct mails offer a variety of benefits as well as limitations to the recruiting agencies. For several years, basic job posting included newspapers, magazines, direct mail, radio, and TV. There are advantages and shortcomings of traditional communication strategies and approaches used by recruitment agencies. Another potential communication method is cold-calling but too has benefits and shortcomings.

Cons of Traditional Communication Strategies and Approaches of Recruitment

Companies advertising for job vacancies must ensure that their have strong brand images and brand recognition. According to Sivabalan, Yazdanifard and Ismail (2014) traditional recruitment approaches such as newspapers advertisements are formal and hence they cannot give off the wrong image of a company particularly for companies or firms that have a strong corporate or professional culture. Rebecca and Ronald (2002) on the other hand compared online recruitment strategies with traditional ones and noted that traditional strategies do not give room for the audience to discuss the recruitment company as contrasted to social media where the audience may give negative information about the company creating a negative perception among potential employees. Further, Torrington,  Hall and Taylor (2005) argued that it is common for high calibre companies to advertise C- level roles in a reputable newspaper like the Financial Times or The Economist.

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Description

Introduction need 100words.
Pros need 500words.
cons need 500words.
Conclusion need 100words
More than 10references
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EXPLAIN THE PROS AND CONS OF TRADITIONAL COMMUNICATION STRATEGIES AND APPROACHES USED BY RECRUITMENT AGENCIES

Introduction

Recruitment is one of the human resource management functions that have a critical impact on performance of an organization. Acquiring and retaining talents is essential to a company’s success. Computer technology has created a myriad of new strategies and ways for recruitment agencies to communicate and attract potential applicants. Traditional communication strategies and approaches such as newspaper advertisements, broadcasting, and direct mails offer a variety of benefits as well as limitations to the recruiting agencies. For several years, basic job posting included newspapers, magazines, direct mail, radio, and TV. There are advantages and shortcomings of traditional communication strategies and approaches used by recruitment agencies. Another potential communication method is cold-calling but too has benefits and shortcomings.

Cons of Traditional Communication Strategies and Approaches of Recruitment

Companies advertising for job vacancies must ensure that their have strong brand images and brand recognition. According to Sivabalan, Yazdanifard and Ismail (2014) traditional recruitment approaches such as newspapers advertisements are formal and hence they cannot give off the wrong image of a company particularly for companies or firms that have a strong corporate or professional culture. Rebecca and Ronald (2002) on the other hand compared online recruitment strategies with traditional ones and noted that traditional strategies do not give room for the audience to discuss the recruitment company as contrasted to social media where the audience may give negative information about the company creating a negative perception among potential employees. Further, Torrington,  Hall and Taylor (2005) argued that it is common for high calibre companies to advertise C- level roles in a reputable newspaper like the Financial Times or The Economist……..

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