This document discusses different recruitment methods for employers and potential employees in the media industry. It outlines the benefits and drawbacks of national press, local press, trade press, interactive media like websites and social networks, word of mouth networking, personal contacts, and internal promotion. The changing nature of recruitment practices is also addressed from the perspective of both the media industry and potential media employees.

1. L E A R N I N G A I M :
U N D E R S T A N D T H E B E N E F I T S & D R A W B A C K S
O F D I F F E R E N T R E C R U I T M E N T M E T H O D S F O R
T H E E M P L O T E R & T H E P O T E N T I A L
E M P L O Y E E
Methods of Recruitment

2. U N D E R S T A N D T H E C H A N G I N G N A T U R E O F
R E C R U I T M E N T P R A C T I C E S F R O M B O T H T H E
P O I N T O F V I E W O F T H E M E D I A I N D U S T R Y
A N D T H E P O T E N T I A L M E D I A E M P L O Y E E S
Methods

3. National Press
 Respected titles
 Established practice
 Nationwide coverage
 Exposure in media
sectors
 Covers all media sectors
 Print & Digital format
 Flexibility on size of
advert
 Costs
 Weekly print runs
 Exposure limited to a
week
 Falling circulations
 Turnaround time
 Rigid price structures
 Lack of prominence

4. Local Press
 Costs
 Print format
 Less competition
 Specific geographic area
 Less coverage
 Lack of influence
 No media-specific
sections
 Falling circulations
 Limited alternatives to
print format
 Not suitable for all media
sectors
 Limited exposure
 Turnaround time

5. Trade Press
 Specialised titles
 Wide circulation within
the industry
 Print & Digital Format
 Established practice in
some media sectors
 No even coverage across
all sectors
 Costs
 Turnaround time
 Varied exposure
 Lack of prominence

6. W E B S I T E S
A P P S
S O C I A L N E T W O R K I N G
O N L I N E G A M I N G
Interactive Media

7. Interactive Media
 Specific purpose
 Digital format
 Search options
 Flexible pricing structures
 Global exposure
 Free to users
 Template or personalised
formats
 Quick turnaround time
 Audio & visual content
 External links
 Covers all sectors
 User engagement
 Public profiles provide an insight
into a candidates character
 Flexibility
 Greater interaction
 Costs
 Access to relevant
technology
 Competition for attention
 Embarrassing public
profiles

8. Word of Mouth (Networking)
 Costs
 Speed
 Less risk
 Applies to all sectors
 Recommendations
 rewards
 Less transparent process
 Restricted fields
 Misinterpretation
 Less rigour

9. Personal & Professional Contacts
 Low cost
 Reputation built over
time
 Match the candidate to
the role
 Rewards talent
 flexibility
 Time consuming
 Restricts applicants
 Less transparency
 nepotism

10. Internal Promotion
 Low cost
 Quick
 Candidates are familiar
with company & role
 Motivated workforce
 Awareness of strengths &
weaknesses of candidates
 Limited number of
applicants
 Reduces new ideas and
approaches from outside
the company
 Resentment among other
staff
 Creates another vacancy
in the company