External Recruitment and Traditional Media

Press, radio and educational institutions

When the necessary talent is not found within the organization, external recruitment is used to inject "new blood" and different perspectives into the system.

Traditional media, such as print and radio, although they have lost ground to digital, are still effective in attracting technical or operational profiles in specific regions where connectivity is limited.

On the other hand, links with educational institutions and universities are a vital source for attracting young talent with up-to-date theoretical knowledge.

This relationship allows the company to influence training programs to match the needs of the real market.

Historically, mass recruitment outside educational institutions was key to the growth of large corporations in the 20th century.

The goal is to create a pool of fresh skills that challenge the institution's outdated processes, promoting innovation and avoiding the cultural stagnation that sometimes results from purely internal recruitment.

Writing Effective Advertisements (Open vs. Closed)

The effectiveness of external recruitment depends to a great extent on how the job offer is written and communicated.

An "open" advertisement is one that clearly identifies the company, its industry and location, which generates confidence in the applicant and allows the employer brand to position itself in the market.

In contrast, a "closed" or omitted advertisement is used when the organization prefers to maintain anonymity for strategic reasons, such as not alerting the competition about a new expansion or to avoid pressure from internal candidates.

The content of the advertisement should be honest and accurate, detailing the KSAO competencies required and the main responsibilities in order to filter out those who do not meet the profile in advance.

Poor wording attracts a mass of unqualified applicants, saturating the recruiting department and increasing operational costs.

Clarity in the message is the first barrier of defense to ensure an efficient and professional selection process.

Summary

External recruitment injects new perspectives into the system when the necessary talent is not found within the company. Traditional media such as press and radio are used to attract technical profiles in regions with limited connectivity.

Links with educational institutions make it possible to attract young people with up-to-date knowledge and to influence training programs. The objective is to create a pool of applicants to promote innovation and avoid cultural stagnation.

Ad copy can be open, identifying the company, or closed to maintain strategic anonymity. An honest and accurate message filters out unsuitable candidates, ensuring an efficient and professional selection process.