Writing Job Adverts that Attract the Right Candidates

1 Writing Job Adverts that Attract the Right Candidates 1.

How have you used the feedback you received from your tutor ESSAY 1 to help you prepare ESSAY? Give one concrete example of how feedback from ESSAY 1 has informed what you have written in ESSAY 2.

Feedback from my essay one had both strengths and areas for improvement. One area for improvement from the feedback, which I was keen to address while writing essay 2 is bringing wider reading from module materials to support and strengthen my arguments. Even though there are other materials that can be used to support answers from other sources, I made sure to use module materials as my primary source of information. I only used other sources to give me a wider perspective and a deeper understanding of the module materials. Course material formed the basis of my arguments.

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2.

What is gig work and what are opportunities and threats that it offers?

Explain using the module material. Drawing on information in BOTH Job advertisement 1 and Job advertisement 2, discuss whether BOTH of these vacancies can be described as examples of gig work. (Note: Bolt, Yandex and Uber are digital applications that are used to connect taxi drivers with their clients).

Gig work is a freelance or temporary job that is done by an independent worker (Vallas & Schor, 2020). Gig works are always project-based and flexible and may take a few hours or days but can also take longer periods on some occasions. This type of work does not often require detailed contracts or long-term mainstream employer-employee relationships. According to reading 8 by Ramanau & Fournier (2015), some opportunities that gig work offers employers include instant access to talent across the globe and reduced labor costs. In top websites for posting gig works like Upwork, Freelacer.com, Fiverr, Toptal, and PeoplePer Hour, once a gig has been posted, gig workers from across the globe can have access to it. The employers are, however, free to restrict applicants to certain geographical locations. Another opportunity that gig work gives employers is the ability to downscale and upscale the workforce wherever need be. Having a large workforce can be costly when there are few tasks to be handled, and having a small workforce can lead to overworking of employees when there is a lot of work to be done.

With gig work, an employer can hire individuals to do extra work whenever employees are getting overwhelmed or if the skills required for the task are not available among the employees.

Gig work also has some opportunities for gig workers. For instance, it gives the workers the opportunity to strengthen their skills and boost their experience. Having work experience is

3 an important selling point during recruitment, and gig work gives gig workers the opportunity to boost it. Gig work also gives workers an opportunity to earn extra income. One can use free time to do some gigs for extra cash. Gig works also have some threats for both employers and gig workers. For instance, there is a likelihood of an employer receiving low-quality work due to a lack of enough time for orientation or the freelancer’s incompetence. Some workers can also use dubious means to get positive ratings and use that to deceive potential employers. Employees, on the other hand, face risks like the possibility of being underpaid. Since some gig works involve bidding, employers can go for qualified yet desperate low-bidding workers and underpay them.

In reading 13, only job advertisement 1 has some gig works. Compass Group UK and Ireland has between 10000 and 15,000 workers on temporary contracts basis. They can be called to do gig work when there is a need. Even though the GLF Schools in case study 2 offer flexible work schedules for some employees, the company has permanent contracts with these employees, and they, therefore, do not qualify to be gig workers.

3.

Explain the roles that a job description and a person specification play in recruitment and selection. Looking at BOTH Job advertisement 1 and Job advertisement 2 discuss the extent to which employers in BOTH instances used job descriptions and person specifications in their job advertisements.

A job description is a piece of information, usually in the form of writing, that explains the general tasks, duties, and responsibilities of a position (Pasaribu & Harahap, 2022). Job descriptions always include the individuals or departments the person who hold the position reports to or receives reports from. They also include skills and qualifications required for the

4 position, work experience, equipment, tools, and work aids that will be used, and hence prospective employees need to be proficient with physical demands and working conditions.

Person specification always accompanies the job description and contains qualities and qualifications the recruiting organization is seeking from applicants to ensure that they are the best fit. Job description and person specification act as a manual during recruitment and selection. Firstly, they help in controlling the number of applicants. When job descriptions and person specifications are detailed and explicit, many interested parties that do not meet the qualifications will not apply, and this makes the recruiters' job easier. Job description and person specification also help in formulating interview questions. Most interview questions are always based on the job description and are designed to help the recruiters understand how the applicant fits the description.

Job descriptions and person specifications also help in forming legally binding employment contracts. Some aspects of the contract, like salary range, working conditions, and work aids, are always stated in the job description. A job description is, therefore, very important while writing a contract. Another role of a job description and person specification is standardizing the recruitment and selection process. The more explicit and detailed a job description is, the harder it is to discriminate against any applicant. Standardization makes recruitment and selection fair. Job description and person specification can also be recruitment goals and objectives and to formulate training and development plans.

Both job advertisements 1 and 2 only have job descriptions but no person specifications.

In the first job advertisement, the description includes what the jobs involve and the benefits of doing the job. For instance, the company offers additional training for employees. For job advertisement 2, the description includes information about the work schedule and conditions

5 under which an employee can be offered a flexible work schedule. The description also gives a vivid description of what the job involves. However, person specification is lacking.

4.

Imagine that you are an HR manager who was tasked with improving BOTH Job advertisement 1 and Job advertisement 2 by providing clearer and more comprehensive information about each vacancy. Briefly outline how BOTH job advertisements could be improved, drawing on B100 module material.

According to reading 8, the primary objective of the job advertisement is to attract enough qualified applicants from which they can select the best employees. Organizations should therefore use job advertisements to sell the company. For this reason, the first step I would take to improve job advertisements would be to emphasize to the clients the benefits they would get from working for the company. This one I would do this for both job advertisements 1 and 2. I would do this by specifying the insurance benefits and allowances the employees will enjoy. For the job advertisement 1, I would include an elaboration of circumstances under which a flexible work schedule would be allowed and the extent to which it will be allowed. Many people now prefer flexible work schedule since it allows them to engage in other activities like further studies and childcare. Elaborating whether the work schedule is flexible can therefore make a job advertisement more attractive.

For job advertisement 2, I would explain person specifications in finer detail. This will help in ensuring that only those who qualify for the jobs can apply. I also include offices and individuals to which the employees will be reporting.

5.

Explain how you have participated in ONE FORUM activity related to Block 2 and what you have learned from participating in that activity.

6 In the forum, students were supposed to discuss a time they observed or participated in an activity related to corporate social responsibility and how they benefited. One student posted how she participated in a charitable food donation for a company as a volunteer. She stated how volunteering helped her get work experience and develop social skills like speaking skills. From her post, I learned how beneficial volunteering is. For fresh graduates who have not volunteered, even if they possess the skill an employer wants, it is not easy to prove it. In her case, she was given a recommendation letter to prove to a potential employer that she possessed the skills. The forum made me to make volunteering a priority.

References Ramanau, R. & Fournier, V. (2015). Reading 8: Finding People. The Open University.

Pasaribu, R. F., & Harahap, R. H. (2022). The Influence of Job Description and Jobplacementon Job Satisfaction of Employees of PT. Deli Kencana Palace Medan. Jurnal Mantik, 6(2), 2544-2547.

Vallas, S., & Schor, J. B. (2020). What do platforms do? Understanding the gig economy. Annual Review of Sociology, 46, 273-294.