Indirect Method


These include advertisements in newspaper, trade, professionals and technical journals, Radio and television etc. In recent times, this medium has become just as colorful, lively and imaginative as consumer advertising the ads generally give a brief outline of the job responsibilities, compensation package, prospects in the organization etc. This method is appropriate when (1) the organization intends to reach a large target group and (2) the organization wants a fairly good number of talented people – who are geographically spread out. To apply for the advertised vacancies, let’s briefly examine the wide variety of alternatives available to a company — as far as ads are concerned.

Newspaper ads:

Here it’s easy to place job ads without much of a lead time. It has flexibility in terms of information and can conveniently target, a specific geographic location. On the negative side, newspaper ads tend to attract only those who are actively seeking employment at that point of time while some of the best candidates who are well paid and challenged by their current jobs may no be aware of such openings. As a result the company may be bombarded with applications from a large number of candidates who are marginally qualified for the job — adding to its administrative burden. To maintain secrecy for various reasons (avoiding the rush, sending signals to competitors, cutting down expenses involved in responding to any individual who applies etc) large companies with a national reputation may also go in for blind box ads in newspapers especially for filling lower level positions . In a blind box ad, there is no identification of the advertising organization. Job aspirants are asked to respond to a post office box number or to an employment firm that is acting as an agent between the job seeker and the organization.

Television and radio ads:

These ads are more likely to reach individuals who are not actively seeking employment; they are more likely to stand out distinctly they help the organization to target the audience more selectively and their considerable scope for designing ads creatively. However, these ads are expensive. Also, because television or radio is simply seen or heard, potential candidates may have a tough time remembering the details making application difficult.

Third party methods:

Private Employment search firms:

A search firm is a private employment agency that maintains computerized lists of qualified applicants and supplies these to employers willing to hire people from the list for a fee. Firms like Arthur Anderson, Noble and Hewitt, ABC consultants, SB Billimoria, KPMG, Ferguson associates offer specialized employment related services to corporate houses for a fee, especially for top and middle level executive vacancies. At the lower end, a number of search firms operate – providing multifarious services to both recruiters and the recruiters.

Private search firms have many plus points to their credit. They have many contacts and are especially good at contacting qualified, currently employed candidates who are not actively looking to change job. They can keep the firm’s name confidential till the deal is struck. They can advertise vacancies on their own, pre-screen hundreds of applicants and identify the right candidates in a highly professional way. On the negative side, the fees charged by search firms could be very high, sometimes over 30 per cent of the annual salary for the position to be filled. Again, some search firms may be more interested in persuading a firm to hire a candidate than in finding on who can deliver the results. To get the best out of a search firm, it is necessary to follow certain guidelines ; (1) Make sure the firm is capable of carrying out a thorough search (2) Meet the person(s) who actually handle the assignment and explain fully what sort of candidate is required and why (3) Find how much the search firms charges and get everything in writing and (4) Before striking the deal meet the search form’s clients and find whether the firm has completed recent assignments satisfactorily in a subtle and secret way.

Source: HRM VSP