Traditional or Modern Recruitment Source
The HR Recruitment has to select the right recruitment source (or the recruitment channel) to advertise the job vacancy to attract the potential job candidate to make them apply for the job vacancy as soon as possible.
The HR Recruiter has to adjust the right recruitment source to be used to the expected profile of the new employee. The recruitment source has to be in the scope of the potential job applicants or they will not simply apply for the job position as they are not aware about this great job opportunity.
The organization should not use just a single recruitment source for the external recruitment, the recruitment channels should be categorized, measured and the HR Recruiter should be able to choose quickly the right recruitment source, which will reach the target group.
The HR Recruiter has also consider the confidentiality of the job vacancy as the modern recruitment sources like LinkedIn, Facebook and Internet job boards are not suitable for the job positions without any name of the organization.
The recruitment sources has to be recognized by the target group as authentic as they can trust to the information published and they have courage enough to send their job resume and private data to be processed.
The organization has to monitor the job market and the trends in the recruitment channels and recruitment sources, but it has to keep the full portfolio of the recruitment sources to be used as it has a chance to communicate its job vacancies with all the target groups.
