Sources of Job Advertisements: Online, Company Websites, and Newspapers

This book discusses the strengths and weaknesses of job advertisements through online portals, company websites, and newspapers. It also highlights the differences in the recruitment process and interviewing methods used by each source.

Running head: ASSESSMENT ONE TOPIC BOOK
Assessment One Topic Book
Name of the Student:
Name of the University:
Author note:

1ASSESSMENT ONE TOPIC BOOK
Table of Contents
1. Online job advertisements sources.........................................................................................2
2. Company Website advertisements sources............................................................................4
3. Newspaper recruitment sources.............................................................................................6
References:.................................................................................................................................8

2ASSESSMENT ONE TOPIC BOOK
1. Online job advertisements sources
https://www.indeed.com/viewjob?
jk=fc9cf85f86263a49&tk=1cbm88p0tbqu5bhu&from=serp&vjs=3
As seen from the above picture, it is an online job portal, which is elaborated on the
key education qualification required for the part of the candidate, the job description and the
role that he or she must play after getting hired by the company. The strengths of this online

3ASSESSMENT ONE TOPIC BOOK
job advertisement are that it will attract a wide number of audiences and candidates unlike
company websites. This is because millions of job seeking candidates will be able to view the
requirements of the companies in terms of HR (Nielsen & Vaccari, 2013). With the same, it
is also accessible twenty four hours. Whether it be a day or a night, or any time of the week,
people can access these portals in order to view the job postings. With the same, people can
easily apply these jobs as they are completely hassling free. They can apply them in three
simple steps- logging in to the job portal; going through the whole requirements and clicking
on apply. Furthermore, one of the other strengths of this advertisement is that it is not at all an
expensive affair to opt for. However, the weaknesses of it include that it does not ensure
filling up of the vacancies. People belonging from all over the world can apply to such job
portals and this sometimes works as a negative factor for the right candidates (Burlacu,
Truxillo & Bauer, 2017). Furthermore, the online recruitment is about recruiting the
candidates through telephonic interview calls and emails and this is an informal way of
interviewing.

4ASSESSMENT ONE TOPIC BOOK
2. Company Website advertisements sources
https://career10.successfactors.com/career?
career_ns=job_listing&company=Woolworths&navBarLevel=JOB_SEARCH&rcm_site_loc
ale=en_GB&career_job_req_id=242450&jobPipeline=Indeed

5ASSESSMENT ONE TOPIC BOOK
Such type of advertising too falls under online job postings. The most notable
strengths of job advertising through company websites include that there is a high volume of
responses from the candidates. Along with that, while going through the job posting and
before applying for the job, the candidates could make themselves aware of the company’s
mission and vision and the method of operation that it uses (Nikolaou, 2014). However, the
weaknesses of such recruitment processes include that if the website is poorly designed, it
may lead to the unwillingness of the candidates to work for the company. The candidates
would then not even bother to go through the job details. Along with that, just like the online
job portals, the mode of recruitment and interviewing is moreover very informal as such
process will include telephone interviews and emails. This may be seen as impersonal to the
candidates and they might find it difficult to gauge whether the company is right for the
candidate for working.

6ASSESSMENT ONE TOPIC BOOK
3. Newspaper recruitment sources
http://www.pakistanjobsbank.com/Jobs/11634/Distribution-Manager-and-Office-Staff-
Required-at-FMCG/
The main strength of newspaper job advertising include that it is very pocket friendly
(Wei & Yazdanifard, 2013). It is much more affordable than the rest other job advertising
means. With the same, it offers more flexibility that the other medium of job advertising. It
can be customized to meet any budget. Furthermore, it reaches to more number of customers,
as though there is a decline in the readership, still the Sunday papers reaches more number of

7ASSESSMENT ONE TOPIC BOOK
adults than a half-hour television show. The most notable weaknesses of news paper job
advertisement include that not much description is displayed in the newspaper articles about
the job role and expected duties. Along with that, though newspaper is still a major part of the
houses in modern days, but it is indeed a fact that the level of younger market readership of
newspapers has been declined to a great extent than ever before (Bakker, 2014). People now-
a-day receive news and entertainment information through the social networking sites and
other online applications installed in their mobile phones. According to the recent researches,
it has been found that the young people, aging from 18 to 35 years are indeed interested in
news and other important information but instead of being aware of them through
newspapers, they in fact are bombarded by them through their social networking pages or
other internet devices as well as from the television and radios. Along with that, the
advertisements form the newspapers have shorter shelf life and this in turn limits or restricts
the ability of the advertisers to reach their target audiences. Finally, the pages of the
newspapers often mix the advertisements with the editorial content. As a result, the multiple
advertisement graphics creates a visual clutter as well as competing messages for the readers.
This in turn, leads to high chances of the job advertisement get ignored by the readers as their
eyes will attract more towards interesting and appealing graphics.

8ASSESSMENT ONE TOPIC BOOK
References:
Bakker, P. (2014). Mr. Gates returns: Curation, community management and other new roles
for journalists. Journalism studies, 15(5), 596-606.
Burlacu, G., Truxillo, D. M., & Bauer, T. N. (2017). Employee Age Differences in Using
Internet‐Based Tools at Work. The Wiley Blackwell handbook of the psychology of the
internet at work, 449-479.
Nielsen, R. K., & Vaccari, C. (2013). Do people “like” politicians on Facebook? Not really.
Large-scale direct candidate-to-voter online communication as an outlier
phenomenon. International Journal of Communication, 7, 24.
Nikolaou, I. (2014). Social networking web sites in job search and employee
recruitment. International Journal of Selection and Assessment, 22(2), 179-189.
Wei, L. T., & Yazdanifard, R. (2013). Edible Food Packaging as an Eco-friendly Technology
using Green Marketing Strategy. Global Journal Of Commerce and Management
Perspective, 2, 8-11.