Methods of recruitment in the media

Unit 8: Media Industry in Context

C2 Methods of Recruitment in the Media

Here is a table showing the main methods of recruitment in the Media, and the plus and minus points of them.

	Description / summary	Benefits	Drawbacks
National press	National newspapers often produce Media supplements. For example, the Guardian on a Monday	*respected titles *established practice *nationwide coverage *exposure in media sections *covers all media sectors *print and digital format *flexibility on size and cost of advert	*costs *weekly print runs *exposure limited to a week *falling circulations *turnaround time *rigid price structures *lack of prominence
Local press	Local newspapers will have job supplements in every week's issue	*costs *weekly print runs *exposure limited to a week *falling circulations *turnaround time *rigid price structures *lack of prominence	*local 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
Trade press	Specialist media publications such as Media Week	*specialised titles *wide circulation within the industry *print and digital format *established practice in some media sectors	*no even coverage across all sectors *costs *turnaround time *varied exposure *lack of prominence
Interactive media	websites, apps, social networking, online gaming	*specific purpose *digital format *search options *flexible pricing structures *global exposure *free to users *templates or personalised formats *quick turnaround time *audio and visual content *external links *covers all sectors *user engagement *public profiles provide an insight into a candidate’s character *flexibility *greater interaction	*costs *access to relevant technology *competition for attention *embarrassing public profiles
Word of mouth	Otherwise known as networking	*costs *speed *less risk *applies to all sectors *recommendations *rewards	*less transparent process *restricted fields *misinterpretation *less rigour
Personal and professional contacts		*low cost *reputation built over time *match the candidate to the role *rewards talent *flexibility	*time-consuming *restricts applicants *less transparency *nepotism
Internal promotion		*low cost *quick *candidates are familiar with company and role *motivated workforce *awareness of strengths and 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