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October 29, 2013

Traditional Recruitment vs Online Recruitment

These days people turn to the internet for answers to most of their problems. Need a new kettle? Quick, check Amazon before heading to the high street. Wondering how to fix that leaky tap? Maybe YouTube has an instructional video. Looking to make the next step in your career? Google will lead the way.

There’s no doubt that people are increasingly using the internet and associated technologies to hunt down a new job opportunity. This can mean that companies pour all their energy into online recruitment and ignore traditional models, which isn’t the best way to go. But let’s have a look at traditional recruitment vs online recruitment.

Tried And True

Traditional recruitment strategies include advertising in newspapers and other print media, posting vacancies at job centres, using temp agencies and hiring internally. These are all recruitment methods that have worked for decades and continue to work now.

Advertising in print media is still effective and can attract active job seekers but can also work to net people who are not actively seeking work. It’s important to think about print media advertising on a local and national scale. Advertising locally will mean that you’ll attract people in the local area, while national adverts are great for widening the net and drawing in candidates from further afield, which works great for higher level positions. Also don’t forget the power of the trade press. A well-crafted advert placed in relevant trade publications means you’re directly targeting people whose skills and experience in your sector could make them perfect for the job.

To really target a big pool of candidates think carefully about radio and cinema advertising. It’s easy for people to ignore print adverts, but radio and cinema have a wide reach and are also less avoidable than print ads. This means people are more likely to hear your message.

Outdoor and ambient advertising can also be really effective. You must have seen this advert by Google. By placing it on a billboard near a highway the advert was seen by thousands of people a day, giving huge reach. The way it was presented as an equation also made it eye-catching and memorable, and also acted to attract the attention of people who have the skill set Google wanted. Genius.

One thing these traditional recruitment advertising tactics all share is that they are great for building brand recognition and awareness, and they also serve to broadcast employer messaging. This is really important in attracting the right talent.

Using the Job Centre or temp agencies to advertise vacancies means that you’ll reach a large pool of candidates, all of who are actively seeking work. It also means that some filtering of applicants is carried out so that most applicants have relevant skills.

The Shock Of The New

Online recruitment offers a number of positives for companies looking to hire. The first is the sheer number of potential applicants you can reach. So many people surf the internet, and from a huge variety of platforms, that you can potentially reach millions of job seekers. This means it’s great for finding talent outside of the local area who could be tempted to move for the job.

Social media offers a great way to engage with both active job seekers and also those who may not be looking to move but could be enticed. It also has the added benefit that people who are following the business on Twitter, Facebook and so on are interested in your company, and may have useful skills and also have a desire to work for you beyond it being simply ‘a job’.

Online recruitment advertising can offer great value for money, but certain aspects of it require careful curating and work to get the most out of them.

Traditional forms of recruitment are far from dead, despite what people would have you believe. Although it’s true that people’s job hunting habits have changed with their increasing reliance on the internet, online recruitment hasn’t displaced the tried and trusted ways. For an effective recruitment campaign it pays to use a combination of traditional and online recruitment methods that complement each other.