Assessment criteria - Portfolio: ‘Preparing for professional employment’ 1) Critique of recruitment processes in your discipline (Min 500 words) • Demonstrates effort in self reflection • Outlines the...

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Assessment criteria - Portfolio: ‘Preparing for professional employment’

1) Critique of recruitment processes in your discipline (Min 500 words)

• Demonstrates effort in self reflection
• Outlines the different types of interviews
• Explains the main interview processes used in their discipline
• Explains if/how psychometric testing is used
• Includes suggestions for preparation
(1 mark each)

............. /5

 

2) Critique own MBTI personality type & working style (Min 500 words)

• Discusses own MBTI type with respect to previous employment experiences (2 marks)
• Explains areas of agreement and disagreement with own MBTI working style (2 marks)
• Is appropriately referenced in-text and includes a reference list (1 mark)

............./5

 

3) Appraisal of the value added to a career in your discipline area of:
(1) Post graduate study and
(2) international experience
(Min 500 words)

• Discusses different types of PG study and their importance with respect to your discipline area and career aspirations (2 marks)
• Outlines the advantages and/or disadvantages of international experience with respect to your discipline area and career aspirations (2 marks)
• Is appropriately referenced in-text and includes a reference list (1 mark)

 

............./5


4) Why ethics are important for professionals (Min 500 words)

• Displays understanding of professional and ethical behaviours
• Relates discussion to own discipline area
• Demonstrates research on scandals in the discipline
• Discusses the effect upon your own career of unethical behaviour
• Is appropriately referenced in-text and includes a reference list
(1 mark each)

 

............./5

 

Answered Same DayOct 08, 2019BUSN19024Central Queensland University

Answer To: Assessment criteria - Portfolio: ‘Preparing for professional employment’ 1) Critique of recruitment...

David answered on Nov 30 2019
74 Votes
Part 1- 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) 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
) Stress interview- The core purpose of this type of an interview process is to figure how the candidate behaves in a stressful situation. Either he gets confused, angry, frightened or stays calm or composed in a complex situation or scenario. The candidate who keeps his cool in a stressful situation is selected for the stressful job .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 and criticising his answers
c) 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
d) 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
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 also termed as “Non-Directed interview”. These interviews are non-planned and therefore, more flexible. Candidates are more relaxed in such interviews. 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...
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