Personal Values, Selection Criteria and Skill Development

Applied Business Challenge
Student’s Name:
Institution:
Task 1: 5 Personal Values Influencing my Life’s Choices

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The values are inner esteemed attributes that proposition an individual as of
good character and influence one’s life choices. There are a number of own personal
values, but I will list five of my personal values in order of importance and influence
on my life. These are honesty, hard work, enthusiasm, confidence, and perseverance
((Smith, 2019).
I am interested in management and my focus is more on financial accounting.
In my course, I have developed scheduling, financial skills, computer skills,
communication skills, and data management skills. Since this is a course that requires
working with figures, data management, financial skills, and scheduling come in
handy. Additionally, communication and scheduling assist in planning and
disseminating ideas (Roste, 2018).
Task 2: 5 Most Common Selection Criteria used by Employers
Organizational Awareness: Organization awareness refers to the understanding of an
organization’s different facets comprising of the structure, the operation as well as
culture. Also, it entails getting an understanding of issues like economic, social and
political aspects that affects the firm. In the recruitment of employees, organizational
awareness’ questions seek to know if the interviewee understands the firm’s structure,
operations and also shows interviewee’s commitment to the job (Monash, 2019). This
question requires the interviewee to acknowledge mission, structure, and policies. It
also indicates that one can easily acclimatize to the company. Moreover, the employer
seeks to establish whether the interviewee can distinguish most of the events in the
organization, and get things done without mistakes (Robles, 2012).
Career Motivation: The employer is looking for an employee with career goals that
match the description of the job. This serves as a way of getting employees with the
same passion, vision, and objective that fits very well with the objective of the

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organization. Additionally, the employer seeks to employ a person who will progress
within the organization along the career path for the mutual benefit of the two entities
(Monash, 2019). On the other hand, an individual with no career motivation means
that the person has no passion to employing expertise but rather individual is there to
get employed for the money reasons. An individual of this type does not stay in one
job for long. An employer who is serious does not risk taking this person owing to its
instability in job retention. This is why employers are very critical when they ask why
one left the previous job (Smart, 2004).
Self-awareness: Through the use of self-awareness questions, employers try to
unearth the skills or qualities that a person possesses. This is the point where one is
able to demonstrate the skills and aptitudes that it takes to get the job. At this point,
the employer is assessing both soft skills and hard skills. This is a very challenging
part of the interview and this is the point where a number of interviewees fail
(Monash, 2019). An individual can give enumerate skills, or qualities thinking that
these are what the employer is looking for to get the job. In most cases, interviewees
do fail and miss on the chance of getting employed. Furthermore, when faced with the
question of stating the weaknesses, individuals find themselves drawn in hard rock
(Varshneya, 2019). Many interviewees get confused and give a weakness that makes
them fail the test. In this respect, self-awareness questions used a person’s
understanding of himself, the qualities, skills, and weakness and ways used to
improve the weaknesses (Burdukovskaya, and Polevaya, 2015).
Behavioral Questions: In this category, the behavior of an individual is sought. There
are traits and behaviors that an organization need not have. Through the use of these
questions, an employer can discern individuals with good acceptable behaviors and
those with unacceptable behaviors (Smart, 2004). The employee will be looking for a