Attracting Job Seekers: Benefits of Online Job Ads & RJPs - Essay Sample

Introduction

We need to use at least 2 reference, I provided an article to you, which is : Attracting Job-Seekers Through Online Job Advertisements: Application of RJPs, Blogs and Video Podcasts . It is relative to recruitment process and RJP, please insert some info in our paper and use this reference. You may mention Elizbeth may use online job adv to recruitment balabalalaba……, and how rjp benefical for this online job adv. No need to much word, maybe 2-3 sentence. The purpose is only want to use one more reference. ( directly write on this file)

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My recommendation on Elizabeth on how she should recruit talented candidates to develop Team GBA is by using realistic job previews (RJP). Since the focus is one the recruitment stage, the use of the RJP theory will help Elizabeth communicate the positive and negative elements of the job to the prospective employees. RJP provides the job applicant with details of what the applicant should expect while working for the company. The applicant will thus be aware of the company’s policies, schedule flexibility, job expectations, and pay among other details.

An RJP offers a realistic vision of what a job is. The candidate will not only know in advance what their daily tasks and challenges will be, but they will also know if there is a good fit between the position and what they want to do. Potential candidates are presented with typical scenarios from the workplace and asked what they would do in those situations (Breaugh, 2008). An RJP of the job offers potential applicants the opportunity to quickly get an idea of life within a job role or sector so they can choose whether to move on or continue with the application. In addition, It also influences employee retention since candidates who have a better understanding of the type of job tend to stay longer in the organization. It also saves time and resources for both the company and the candidate because it allows a large number of candidates to assess themselves and decide whether to apply or not (Breaugh, 2008). Breaugh (2008) show that using realistic job previews increases the number of most suitable candidates. It also improves the candidate experience because, in many companies, each potential candidate also represents a potential customer. A positive and fun interaction leaves an excellent impression of the company.

When it comes to the IT department, through the use of an RJP, Elizabeth will inform applicants what their expected job will entail, for example, monitoring and maintaining computer systems, installation and configuration of computer hardware, and responding to service issues. Sometimes, the IT staff are overwhelmed with a high workload and dealing with enormous amounts of data. Applicants that cannot work in such a demanding environment will be eliminated thus helping Elizabeth remain with a core group of applicants that can handle all the pressure and work demands efficiently and quickly. While recruiting in the finance department, through using RJP, Elizabeth will inform applicants about their jobs, for example, the preparation of budgets, reconciliation of yearly transactions, management of receipts and records, and coordinating with other departments regarding accounting and financial matters. Sometimes, the staff face many challenges including presenting financial data on time, ensuring that budgets are correctly projected, and ensuring regulatory compliance. For applicants that cannot be able to handle these challenges, they will be eliminated.

The use of RJP in the examples provided above will contribute to increasing self-selection, that is to say the fact that a candidate chooses to complete or interrupt the process knowingly. This helps build a pool of candidates who are more compatible with the job and therefore makes staffing more efficient from an employer's perspective.

Elizabeth can also use online job advertisement besides RJP. Given the importance of having the best profiles in a highly competitive environment, Elizabeth cannot just use RJP but must adapt to trends in HR. She needs to surf the web to create links with human capital, interact with it through digital platforms and social networks, and make the company known through new technologies. In online recruitment, there are no time or geographic limits (Banerjee, 2016). Any professional, from anywhere in the world, can access the job offer, in the same way that organizations can connect and meet potential candidates regardless of their location. Just like RJP, the technology that comes with online recruitment makes it possible to automate the study and evaluation of both applicants and the process itself. Thus, digital employment platforms will allow Elizabeth to filter applicants according to various parameters and know which candidates are best for what position.

References

Banerjee, P. (2016). Attracting job-seekers through online job advertisements: Application of RJPs, blogs and video podcasts. International Journal of Technology and Human Interaction (IJTHI), 12(3), 1-17. https://www.researchgate.net/deref/http%3A%2F%2Fdx.doi.org%2F10.4018%2FIJTHI.2016070101

Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), 103-118. https://doi.org/10.1016/j.hrmr.2008.07.003