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Attracting Candidates In Pakistan

Attracting Candidates In Pakistan

Job analysis
Before determining who to attract and select, it is essential that the organisation has a clear idea about what the job requires and the attributes of the person who will best meet these requirements. Traditionally, job or role descriptions and person specifications have been devised to enable the organisation to do this.

Job or role descriptions detail information about the job purpose, its position within the organisation and the work tasks and outputs. A person specification tends to set out in more detail what sort of skills, attributes, experience and qualifications are needed for an individual to meet the requirements of the job and how the organisation will assess the individual during the recruitment and selection process to determine whether they meet these requirements.

The process of job analysis is a good opportunity to have a thorough review of a job. The tendency is to look at the old job description and person specification and to re-issue them or at the most make marginal changes. This can be a missed opportunity. In particular, where an authority is engaged in a process of modernisation and is rethinking the way services are delivered, roles might need to change and/or different skills and experience might be required.

Organisations should also consider on what basis the post should be filled (e.g. full-time or part-time) and indeed, whether it needs filling at all.

Internal or external recruitment?

Internal candidates can be given the opportunity to apply for any vacancy.  Potential advantages of internal recruitment are:

  • Internal appointments may be good for morale, sending a message that there are opportunities for advancement within the organisation;
  • The organisation will have more information about an internal candidate's capabilities and attitude;
  • An internal candidate may require less time to adjust to a new job, because they will already know about the organisation;
  • Appointing an internal candidate can speed up the selection process and reduce the costs involved.

However, there are also circumstances where external recruitment is felt to be necessary, for example:

  • The necessary skills and expertise may not already exist within the organsation and might require a substantial investment in training to achieve;
  • Where it is desired to change the culture and values of the organisation, it may only be possible to do this by bringing in someone externally from a different environment;
  • External applicants bring in the skills and knowledge of other organisations and thereby can encourage a cross-fertilisation of ideas and approaches;
  • Recruiting internally can restrict the pool of candidates and could be discriminatory if the existing mix does not match that of its catchment area, or if there are internal perceptions about who is able to carry out particular jobs.


Job advertisements need to:

  • Attract a good response from suitably qualified people;
  • Discourage those people who would be unsuitable;
  • Promote a positive image of the organisation;
  • Comply with discrimination legislation

Newspapers and Specialist Press/ Magazines

Newspapers and specialist media are frequently used.  However they can be expensive and it is therefore important to carefully consider the target audience.  For example, national newspapers will probably only be used for managerial, professional or specialist jobs or where the local employment market is particularly buoyant.

Specialist magazines/press can be specialist in terms of specific professions, such as People Management or Computer Weekly or for particular groups of people, such as the ethnic press. Using these types of publication can ensure that the advertisement attracts those from within the profession/particular group.

Jobcentre Plus

The service includes:

  • Advice on recruitment methods and procedures;
  • Information about the availability of suitable applicants;
  • Circulation of the vacancy locally, nationally, or internationally via the Jobcentre Plus website, telephone helpline and interactive touch screens within Jobcentres;
  • Advice on employing people with disabilities;
  • Advice on New Deal.

Using the Internet

The Internet can be used during the recruitment and selection process to:

Advertise jobs;

  • Provide information on the job and its requirements (such as copies of the job description and person specification);
  • Provide information on the organisation;
  • Enable applicants to send their CV or complete and send an application form online;
  • Enable the organisation to respond to the application online.

Use of the Internet to advertise jobs can provide the following advantages:

  • It provides easy access to information by potential applicants;
  • It allows a speedy response by applicants and the authority which can help to speed up the whole recruitment process;
  • It is much cheaper than, for example, placing an advertisement in the national or local press;
  • It may provide a larger potential recruitment market;
  • It may help to streamline the recruitment process, for example through less paper, reductions in collating and posting job packs, etc;
  • It provides the authority with a more up-to-date image;
  • It provides global coverage, 24 hours a day, 7 days a week.

However, there may also be disadvantages in using this method, such as:

  • It involves time, finances and other resources to set up effectively (if using the organisation's own website);
  • It may be viewed as impersonal by some potential applicants;
  • It may require changes in staffing roles and responsibilities.

Where can jobs be advertised on the Internet?

Jobs can be advertised on the Internet via:

  • The organisation's website - which is quick to set up and relatively inexpensive.  However potential job applicants will probably only see the jobs advertised if they are already interested in working for the organisation (or are an internal applicant).
  • A recruitment site - this is a specialist site, usually linked to a recruitment agency. This approach will generally attract more potential job applicants, particularly if the site is well known and focuses on the types of jobs that the organisation wishes to advertise. However this approach can be more expensive.
  • A media site - this is a website, which is linked to traditional press advertising. The site may carry full details of the advertisement, or just a copy of the advertisement that appeared in the publication.  This may be helpful in attracting a wider number of candidates, but is also dependent on the publication's promotion of its website and jobs normally have to be advertised in the publication (with its related costs) before being placed on the website.

It is also possible to link between sites.  For example, a job could be advertised on a recruitment site and when the job is selected, it links with the organisation's own website.


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