“However beautiful the strategy,
you should occasionally
look at the results.”
The newspapers are still a powerful source of information. Many people start the day with coffee and newspapers. They browse the news from the world or neighborhood. They see the advertisement. Many people look quickly at the job opportunities advertised on the relevant pages. The newspapers have specialized sections for the job adverts. The advertisers compete for the visibility. The challenging task for the company is to cross the gap between reading the job adverts and sending the job application. The people tend to forget. They do not react. The newspaper advertisement has to be attractive enough to make them send the job resume.
The newspaper job advertising is one of the best recruitment sources for the mass recruitment around the country or region. The newspaper advertisement builds a massive visibility and potential applicants can be motivated to visit a specialized website to apply online. The collaboration of the online recruitment and the newspaper job advertising is highly advantageous. The newspaper attracts and the online recruitment answers details and makes the job application simple.
The newspaper job advertising needs a robust support from the recruitment process in the company. The people start to call, and they have additional questions. The people do not look for information on the website provided; they usually call the phone number immediately. The HR Recruiter has to be ready to answer questions from potential job applicants and has to keep them motivated to send the job resume.
The newspaper job advertising is not targeted. Everyone who reads newspapers can apply for the job vacancy. The recruitment process has to be ready to process and eliminate many useless job resumes. Each unsuccessful job applicant has to receive the rejection letter or email. The newspaper job advertising can generate thousands of applicants within several days, but most of the applicants do not fit the needs of the company. The HR Recruiter has to implement a quick prescreening process, as the best candidates are not lost during the selection procedure.
The prescreening criteria have to be finished before the job advertising campaign starts. The HR Recruiter cannot set the criteria flexibly. The criteria are the key success factor for the newspaper advertising. The HR Recruiter has just one chance to fill the vacancies. The newspaper advertising is expensive to be run on a regular basis. However, the smart newspaper job advertising campaign brings tremendous results.