Advertising
Due to the expertise within the UK advertising industry this method has been used by organisations as they compete for the talent available. Michaels et al (2001, cited in Bratton & Gold, 2007). The simple method of specific job details, terms and conditions is being replaced by conveying a message of the company image. This can be done over a long period generating slowly a general awareness of the company instead immediately trying to generate new employees. Collins and Han (2004, cited in Bratton & Gold, 2007)
The methods used by advertisers are now similar to those used in flashy product advertising.
E-Recruitment
In the UK within the past few years recruitment made online has become very mainstream. There are a number of job service websites such as monster.co.uk and Ladders.co.uk for high earning processionals with many aspects of recruitment for different organisation levels being covered. This differs from china where there are not so many e-recruitment services especially not for top level managers or high earners.
One third of organisations in the UK accept online application forms either made through a third party website or made to them directly (CIPD, 2005b)
E-recruitment will limit the applications to people who have access to the internet and a computer; however this will often filter out many of the applicants who the organisation did not want anyway. Merrick (2001, cited in Bratton & Gold, 2007)
Legal issues in recruitment
Considerations need to be made to legal issues when recruiting in the UK. There is legislation covering discrimination against gender, race, disability and age. Some of this is UK legislation and some comes from the European Union. The data protection act 1998 also is a consideration when storing and collecting personal data from applicants.
When recruitment questioning is made questions relating to marital status, age and sexual orientation should be avoided as these could be deemed discriminatory in line with the European convention on human rights.
UK legislation such as the sex discrimination act 1975, Race relations act 1976, and disability discrimination act 1995 all give legal protection for prospective employees to have a fair chance of employment based on their skills and abilities that are right for the role.
The Employment equality (Religion and Belief) Regulation 2003 also require everyone to be treated fairly regardless of religion or beliefs in regards to recruitment
The responsibility of bringing the recruitment procedures in line with legislation is made by the HR department.
With regards to “ageism” HR department have to be careful not to discriminate by age. This could be someone young as well as old, however it is often the case that people over 50 are considered too old for a role. Recruitment practises need to make sure they do not discriminate based on age.
In China there is similar labour law relating to employment “Labourer shall not be discriminated against based on Nationality, race, sex or religious belief. This is based on the 1994, July 5th People’s Congress Eight meeting of the standing committee of Eight national people’s congress. (Labour Law of The People’s Republic Of China)
Although I do not think the protection or adoption of this is taken into account seriously in relation to recruitment. In fact in a survey carried out by Xinhua newspaper of 3454 workers in 10 large cities in China found that most discrimination is based on gender, marital status, appearance or height. That survey also found employers discriminate against people from certain regions. (New York Employment Lawyer Blog)
The survey also showed discrimination is common in government departments where employers citied they would not employ people with HIV and would discriminate against people based on their Hukou residence permit location,  gender,  height and appearance.
 However women do generally compared to their Asian counterpart countries have less trouble applying for and being accepted into different company positions.