Digitalno Doba I Tradicionalna Televizija U Srbiji

Babić, Aleksandar

doi:10.7251/akt1635003b

Cited by 1 publication

(1 citation statement)

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“…Interactive advertising, with respect to the recruitment process, is based on a retrieval strategy where the user actively accesses and "retrieves" information about the advertised opening (Kelly?Wolf, 1997). This is a qualitatively significant advantage over prior advertising in traditional media, where consumers were exposed to advertisements on job openings, in integrated blocks with other advertising content (Babić, 2016). The strategy of pushing ads on viewers and/or listeners, regardless of whether the audience wants this or not, is largely insufficient in relation to the strategy of actively attracting ads.…”

Section: Recruitmentmentioning

confidence: 98%

The Roleof New Media in the Human Resources Recruitment and Selection Process

Sančanin¹,

Sančanin²

2019

ZMES

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Personalization and interactivity are the cornerstone of the digital revolution which, within the framework of globalization and the hypermobility of human capital, has become increasingly less focused on spatial and temporal boundaries. In such an environment, organizations that advertise job openings do so intentionally according to a segmented auditorium, on the basis of numerous digital information on potentially interested individuals. Two-way communication during advertising and a wide range of multimedia content represent a significant comparative advantage in attracting candidates who meet the requirements in terms of knowledge, skills and abilities. At the same time, non-linear forms of communication and sharing advertising ontent enables interested individuals to reach a large number of advertising content based on their interests and competences. The emergence of untrue, incomplete and non-transparent ads threatens to undermine the credibility of advertising content in new media and lead to the erosion of trust.

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Section: Recruitmentmentioning

confidence: 98%