The most common method of recruitment is through advertisements, however, with the increasing online recruitment tools, e-recruiting seems to be a popular choice.
However, organisations will always continue to advertise job vacancies in the newspapers, depending on the type of candidate they are looking to attract. The aim of recruitment advertising is to create awareness outside the organisation that a vacancy exists and to persuade suitably qualified and experienced applicants to apply for the position.
Any advertisements should clearly indicate the following:
Outline requirements of the job
Necessary and the desirable criteria for job applicants (to limit the number of inappropriate applications received)
Nature of the organisation’s activities
Hours to be worked
Job tenure (e.g, permanent, contract, part-time, full time)
Details of how to apply.
All advertisements should be genuine and relate to a job that actually exists. The adverts should appeal to all sections of the community using positive visual images and wording. It is considered best practice to get another HR colleague to proof read your advert before this advert gets published. The advert must be accurate and non-discriminatory. The Fair Trading Act provides that HR managers must ensure that job advertisements do not misrepresent the post.
Employees can bring a legal action against an organisation for overstated job advertisements and seek damages. This has led to the use of recruitment agencies, which generally provide all the required services for and on behalf of the employers. Private employment agencies offer professionalism through the calibre of their consultants, who exercise great care and caution.
Every employer must ensure that there is nothing discriminatory concerning age, sex, marital status, sexual orientation, etc, within the advert. As your advert will have to adhere to the Human Rights Act (HRA) 1993, the Fair Trading Act and the Privacy Act.
Any recruitment advertisement needs to avoid indicating an intention to commit such an act. Unlawful dimensions of discriminations are as per the Human Rights Act.
If you are considering advertising to attract any overseas candidates ensure that you know the international recruitment laws that are specific to those countries as it is illegal to specify that you require a minimum of 2 years experience in this field in UK, USA and Australia. Employers should consider it best practice to know what new employees the business is looking for to advertise and target these candidates accordingly to meet your organisational needs. As well as strengthening your brand name and profile in the market place.