|
System |
Pros |
Cons |
| Advertising
in local newspapers |
- Reaches a large and diverse
amount of people
- Relatively inexpensive
|
- 95% of the applicants are not
qualified
- Superstars do not read the want
ads
|
| College
recruitment |
- Brings in new ideas
- Initial screening
- Provides a pool of diverse
applicants
|
- Applicants lack supervisor
experience
- No correlation between college
performance and job effectiveness
- Costly
|
| Job fairs |
- Initial screening
- Provides a large pool of
applicants
|
- Pool of job seekers an not
superstars
|
| Advertising
in professional magazines and journals |
- Reaches non-job seekers
- 90% of readership works within
human relations
- Ad will reach superstars
|
- Timely - at least one month
lapse
- Expensive
- Possible adverse impact
|
| Employee
referral |
- Inexpensive
- Quick
- Best ROI
- Able to handle on contingency
basis
|
- Does not reach a large amount
qualified people
- Possible biases or nepotism
|
| Professional
personnel and human resources associations |
- Provides large pool of qualified
applicants
- Reaches applicants in a timely
manner
- Reaches non-job seekers
- Familiarity of personality and
credibility allows initial screening
|
- Lacks diversity
- Possible adverse impact
|
| Professional
conventions |
- Large pool of qualified
applicants
- Increases companies networking
pool
|
- Timing may not meet the
company's needs
- Can be expensive if travel is
involved
|
| Internal
job posting |
- Inexpensive
- In-house job references
- Performance appraisals available
|
- Potential for creating employee
conflict
|
| Direct
mailing list |
- Directly targets qualified
individuals
|
|
| Employee
skills inventory |
- Inexpensive
- Quickly identifies qualified
applicants
- Performance appraisals
available.
- Encourages high performance of
employees
|
- May affect diversity ratio
|
| Executive
search firms/exclusive |
- Relieves company of recruitment
process
- Reaches a qualified and diverse
pool of candidates
- Placement guarantee
|
- Costly when a firm is given an
exclusive
- Unable to use ongoing sourcing
methods
- Can be time consuming
- Loss of company control
|
| Networking |
- Allows company to present a
positive image
- Company can stay current on the
status of superstars
- Company can stay current as to
what their competition is doing regarding successes and
failures in the recruitment field
- Gives the company a chance to
compare the reputation of their company relative to others in
like industries
- Gives the company an opportunity
to build rapport with future prospects
- Provides a large pool of
qualified applicants
|
- Often takes place during
non-business hours
- Productivity may not be
immediately apparent
|
