(Solution) CIPD Explain different recruitment methods and when it is appropriate to use them. (AC1.3)

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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