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This is an advertising approach. By using appropriate media and well-crafted wording, an Executive Selection assignment can attract passive job seekers who browse the job vacancies. It will also attract those active job seekers who are currently seeking a new position. This approach is particularly successful if it is unclear where to source the right individual because the target market is wide in geographical or industry terms. We add value by handling all responses and screening applicants through a series of interviews and other candidate selection methods. Using our client's brand may increase or decrease the level of response, but more commonly unbranded advertising will also be used if the vacancy is confidential.
Benefits
- Attracts passive job seekers as well as active job seekers.
- Produces a shortlist of the best active job seekers plus passive job seekers attracted by the advertisement.
- Works well when there are a large number of suitably qualified individuals to choose from.
- Can identify individuals not working within the target market.
- Helps with profile-raising if the company's branding is also used
Disadvantages
- Is dependent on who is browsing the relevant media that week.
- Will not attract individuals who are not seeking a role and therefore not looking at job advertisements.
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