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Critique of recruitment processes used in your discipline (minimum 500 words) 2. Critique of your MBTI type (minimum 500 words) 3. Appraisal of the value of Post graduate study and international...

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 Critique of recruitment processes used in your discipline (minimum 500 words)

2.    Critique of your MBTI type (minimum 500 words)

3.    Appraisal of the value of Post graduate study and international experience in your discipline area (minimum 500 words)

4.    Analysis of 'Why ethics are important for professionals in your discipline area' (minimum 500 words)

items 2 -4 will require you to provide evidence of significant self-reflection and online research. Appropriate referencing of all sources must be provided. Use subheadings to guide your reader.



Answered 54 days AfterOct 07, 2017

Solution

David answered on Nov 30 2017
28 Votes
Part A- Critique of recruitment processes in your discipline
- Interviews give a very clear picture and reflection of self-preparation and readiness for the corporate life and challenges. Though, interviews are not specific to corporate life only, they could come at any stage or event in life. Applying for universities, course, becoming a member of committee or organized group all form a part of interview and gives a perspective of self- reflection
- Different types of interviews
a) Stress interview- The core purpose of these types of interview process is to figure how the candidate behaves in a stressful or complex situation. He may get confused, angry, frightened or stays calm or composed in a complex situation or scenario. The candidate who keeps his calm and cool in a stressful situation is the one who fares this round. The interviewer tries to create a stressful situation during the interview and it is done purposely by asking the candidate rapid questions, inte
upting him repeatedly, ignoring and criticising his answers
) Face-to-Face Individual interview- Most common and prefe
ed mode of interviews as meeting a person and interviewing him, gives a picture of overall conduct, discipline and smartness along with subject matter knowledge
c) The Group Interview
It is also used a preliminary round for screening the eligible candidates from a large group of applicants. Generally a topic for discussion is given to the group and ability to deal with the group and subject matter knowledge of candidate is judged in this scenario. It gives a very good outlook on both the parameters and is one of the most widely used screening technique across the industries
d) Panel Interview
In this mode of a
angement a panel sits across the table and interviews a candidate on various parameters. Members of a panel would from different fields of subjects and areas of expertise. The panel may include three or five members. They ask questions to the candidates about different aspects. They give marks to each candidate. The final decision at the end is taken by all members collectively by rating the candidates’ basis their different characteristics and readiness with answers. Panel interview is always better than an interview by one interviewer because in a panel interview, collective judgement is used for selecting suitable candidates
e) Exit Interview
Another form an interview which is very unique in its nature. It is taken as a feedback of an employee who has applied for an exit from its cu
ent organization. Many valuable inputs and outcomes are derived from these interviews for process improvements and overall working culture in an organization. It serves as a good feedback tool for human resources teams of organizations. Many a times, employees are retained after these discussions if it is found that concern for leaving the organization is due to some teething issues or problems in the cu
ent role rather than a better opportunity or compensation outside
f) Unstructured Interview
As it name clearly suggests these types of interviews are not planned in detail. Hence it is often also termed as “Non-Directed interview”. These interviews are non-planned and therefore, more flexible. Candidates are more relaxed and composed in such interview scenarios. They are encouraged to express themselves about different subjects, based on their expectations, motivations, background, interests, etc. Here the interviewer can make a better judgement of the candidate's personality, potentials, strengths and weaknesses. However, if the interviewer is not efficient then the discussions will lose direction and the interview will be a waste of time and effort.
    
Process used in my discipline
a) Generally mode of group and face to face interview is used my discipline of work as in a front-ending customer facing role personality of an individual is of equal importance to the knowledge of subject. Though many a times, it could be set of rounds which may include panel or group interviews as well. Group discussion is a common and most used form of screening used in my area of discipline
Psychometric testing usage...
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