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Professional Practice Preparation Portfolio

   

Added on  2020-05-01

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Professional practice preparation portfolioName:Course:

1(2) Critique of recruitment processes used in the information technology sectorSelf-reflectionThe IT software organizations have their own recruitment process. This process variesfrom professional, technical, to managerial jobs. It is important to know realisticinformation about the organization in order to get the job, and stay in the organization.Also, they tend to use employee referrals, and they find it effective. So the job candidatehas to prepare a list of trusted referrals to support his position in the new job (Rajani, etal. 2016). IT software companies use effective ways of recruiting, and they offer thenecessary training to enhance the skills of the new employees.Different types of interviewsInterviews could take different types according to the organizational choice. I expect toface four types of interviews during the selection process according to University of CapeTown (2011), as follows:Screening: Large organizations usually have a long recruitment process, they offer aninitial interview to decide whether the candidate is suitable for the vacancy, and couldproceed to the second stage.Telephone: It could be done through telephone, video, or Skype in the early stage ofselection. It is similar to the face to face interview, and should be handled in aprofessional way.One on one: This process involves interviewing different people within theorganization, including, the director or the line manager. It usually takes place insmall organizations.

2Panel: This method involves a number of people gathered for the interview, theyhave a coordinator, and each one of them has a list of questions to ask the candidate.Explanation of the main interview processes used in information technology sectorThe hiring manager asks about three main issues when interviewing for an IT job. Themain interview process could be explained according to Doyle (2017), as follows: Questions about the candidate, and the technical skills: Include questions aboutspecific technical details, concerning, skills, education, certificate, tools, andlanguages of experience.Questions about the Job, and the organization: Include questions describing skillsqualifying for the job, as managerial skills, production process, daily activities, andkey competencies.Technical questions: Concerning the main duties, and responsibilities of the job inspecific to make sure that the job best fits the candidate.Explanation of how psychometric testing is usedThe psychometric test often done by the interviewer in the final stage of the interviewprocess. It is called the 'behavioural interview', as the interviewer likes to test certaincompetencies, and assess different aspects of the candidate's personality, and abilities. Heasks about the candidate behaviour in various situations, and giving examples of how hecould deal with challenging situations [ CITATION Uni11 \l 1033 ]. Accordingly, theinterviewer can predict the candidate behaviour, and skills in the future. Suggestions for preparation:In order to be well prepared for the interview, the information technology developer hasto know the requirements of the IT software companies, and the certain conditions that

3dominate the organization, as the academic records, work experience, and thesocioeconomic conditions [ CITATION Sax11 \l 1033 ]. Accordingly, the candidate canprepare himself for the required qualifications, be ready to match his credentials to thejob requirements, and to be ready to discuss how the job could match his personalrequirements.

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