(Solution) CIPD Explain different recruitment methods and when it is appropriate to use them. (AC1.3)
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Description
Solution
Job Fairs- For Jaspreet and Caroline, they can come up with a table and displaying material pertaining to their practice in a local career/job fairs. The implication of this is allowing a direct interaction with likely candidates and offering information on their functions (Pavlou, 2017). The people with interest to occupy the role can involve submission of applications made promptly. The disadvantage include immense time used and a lot of costs to reach out to large group of people.
Advertisements– Placement of adverts on trust-based online job portals and social media platforms including LinkedIn as the appropriate choices. The advertisements are comprised of information on the vacancy in terms of job responsibility, demand of experience and application strategies (I smart Recruit, 2023). For Clean Quarter, the ads could be placed in the organisation websites and application and external websites. These are essential for allowing attracting appropriate candidates passively with broad outreach. For Jaspreet and Caroline, they would place their applications in the online platforms and conveniently.
Importance
The two methods are appropriate when used for part-time based job functions and targeting the job seekers interested with retail job position. There is a demand for sales assistants prior launching a new store. The strengths of job fairs is allowing for a direct-based sourcing process of local-based candidates appropriately positioned for their work functions since they demand an understanding of communities and ethically (Pavlou, 2017). Through the use of advertisements, a broad reach of potential respondents is achieved owing to the new state of the organisation operation. They are both affordable for a small organisation owing to the potential of submission of job applications through an online platform.
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Task One –Professional and ethical behaviours
This task requires you to consider the significance of professional and ethical behaviours for a people practitioner and the values that underpin the people practice profession. To complete the task, you should provide a written response to each of questions below, making appropriate use of academic theory and practical examples to expand your response and illustrate key points.- With reference to typical activities and behaviours, appraise what it means to be a ‘people professional’. (AC 1.1)
- Discuss how ethical values underpin the work of a people professional, including two examples of how ethical values might be applied in a people practice context. (AC 1.2)
- Consider the importance of people professionals being able to influence others and ensure that the ‘people practice voice’ is heard in an organisation, through informed, clear and confident communication. (AC 1.3)
- For each of the situations below (a & b), provide an example of an issue that would cause you to raise the matter to a manager (or other authority) - and describe how you would do this.
- a) where you consider something to be unethical (whether or not it is illegal),
- b) where you believe something contravenes legislation. (AC 1.4)
- Discuss two theories or models relating to the human and business benefits of people at work feeling included, valued, and fairly treated, concluding your discussion with a summary of your own view of these benefits. (AC 2.1)
- Discuss two ways in which a people professional can build inclusivity into a people practice initiative at the design stage, and two ways of checking inclusivity after a people practice initiative is implemented. (AC 2.2)