Professional Employability Plan Assessment 2022

Assessment Two - Professional Employability
Plan
STUDENT NAME:
COURSE NAME:

Contents
Recruitment practices in Australian Engineering industry........................................................1
The role of Networking in Engineering industry.......................................................................2
Career Clarity.............................................................................................................................3
Skill Reflection...........................................................................................................................5
SMART Action Plan..................................................................................................................6
Strengths Action Plan.............................................................................................................6
Weaknesses Action Plan.........................................................................................................7
Research & Reference links.......................................................................................................8
1

Recruitment practices in Australian Engineering
industry
The engineering industry within Australia has been experiencing several changes and
transformation since shortage in labour market, rise in economic pressures and strained needs
of industry to sustain business challenges. These altogether has impacted the engineering
industry by establishing controls and hence the industry has witnessed a change in shift
within their recruitment practices to maintain cost and enable reach to high level of talents
through exploitation of online recruitment practices which is more of a modern approach of
recruitment process. With aid of online recruitment practices several firms in engineering
industry have automated their recruitment needs by tapping volumes of potential candidate
application over online channels which has enhanced their accessibility as well as ease of
application. The employers post their recruitment openings over online advertisement such as
on job portals where job description are posted corresponding to vacancies in firms to search
for potential staffs who simultaneously look for possible scope and based on criteria like
eligibility of qualification, experience and achievement, these job portals match employers
and potential candidates needs to suggest fitting match. CareerJet, Indeed Australia, Seek etc.
are recognised online job portals that are actively used in Australia for e-recruitment. Further
employers can advertise their vacancies over their corporate websites in career section to
directly reach to candidates where an equilibrium of relevant company information along
with notification of potential job description and roles can be advertised to enhance
experience and relevance of potential applicants (Koch, Gerber & De Klerk, 2018). Further
other pattern of recruitment practices that has been observed in engineering industry in
Australia over past several years has been the utilisation of social media to appeal and
convert talent. Employers exploit different social media platforms to recruit potential staffs
over networks like Twitter, LinkedIn as well as websites like blogs, forums to search, appeal
and recruit candidates. Further these active professional networks goes a step ahead in
posting existing vacancies through employers social network accounts and serves proactively
to seek for possible applicants, establishes connect with them and motivates them to apply to
their job position. Along with these contemporary recruitment practices, employers within
engineering industry across Australia also relies over traditional form of recruitment
approaches where vacancies are posted in newspaper classified as well as advertised through
referrals.
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