(Solution) CIPD  2.4 Social Media and Advertisements for Recruitment of Employees


 2.4 Social Media and Advertisements for Recruitment of Employees

Recruitment Approaches

Social Media– This is a modern recruitment strategy. According to CIPD (2022b) this has a direct influence on the brand image of an organisation. Specifically, considering COVID-19 pandemic, social media has surged creativity scope and innovation embrace in resourcing. The strengths of this entail high-level quality and engaging qualified employees. Further, an entity culture is put into account with immense costs savings evident for highly qualified staff. Their disadvantages entail being unreliable and inconsistent in representing recruits with biasness evident.

Advertisements– According to Aziz et al. (2021) this is a highly traditional strategy inclusive of printing, radio and TVs. The strength of this approach entail reaching multiple audiences. This is with appropriate reporting sourced, holistic recruitment process and easing appropriateness of their application. Their weaknesses include a lot of costs being used to implement them. Also, it does not offer an opportunity in embracing creativity in resourcing process. This is while being inappropriate to recruit less employees in a team.

Selection Methods

Face-to-Face Interviews-As evidenced in Xperthr (2022) this approach is as affirmed by the Behavioural Science Theory. Success in adopting this is for questioning, highlighting issues to be clarified, rated and behaviour characteristics noted.

The strengths of this include questioning of the most successful employee appropriate for recruitment in the organisation. Also, an in-depth information is reviewed which leads to holistic nature of the approach. The weakness of this entail spending immense time to implement the process, likely bias and stereotypes allowed.

Job References– As evidenced in Karim et al. (2021), job references entail a prioritisation on individualised achievements, level of education, experienced and behavioural tendencies. For OcMara, they can ask for their potential employees CVs and evaluate how fit they are to take their job positions.

The strengths of this process entail prioritisation on particular interest areas in regard to their accuracy and detailed. Further, employer is in a position of sourcing relevant insights from people who have in the past been working with the potential staff. Its weaknesses include falsifying information which is a disaster to efficient recruitment  of an employee. This can eventually cause a disqualification of a potential recruited employee.

4.1 Zero-Hour and Contractor Contracts for New Employees

According to CIPD (2021b) in UK business environment, this form of employment contract is by employers and employees. This is with the clear establishment of roles evident. For OcMara organisation, in their new recruits, this is pursued by ensuring roles diversification for guaranteeing specified hours of working for staff. The phenomenon is evident in the current COVID-19 pandemic where issues have emerged impacting people practice professionals. For staff, they are mandated with appropriate functions in their operations while ensuring their job functions and decision making of avoiding an offer.

Additionally, the contractor contracts in OcMara are identified as the most appropriate strategy to be used through the form of a written explanation of terms and conditions of a work arrangement. An independent contractor also have to holistically engage with their customers. In a contract, OcMara need to make sure that they identify all the products and services important for being provided in their energy sector and highlight entire terms and conditions noted as important.

4.2 Express and Implied Terms of Contracts; Custom and Practice

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