INTRODUCTION:
In the process of learning about professionalism and ethics as part of the ENGR 401 course we were to conduct a selection process that would assign third year BE(Hons) students to a group project. I was on a panel with three of my peers, none of us possessing prior experience with interviewing candidates in a professional process. Consequently we were all acutely aware of the skills we lacked. These primarily involved assessing the applicants’ technical and soft skills as conveyed through their verbal and non-verbal communication.
By reading submitted curriculum vitae, CVs, making preliminary selections and conducting four minute interviews we were able to form a ranking of candidates that would best suit the project’s requirements as specified by the client.
REFLECTION
We followed three stages of ranking in this exercise with the aims of mitigating any personal biases we held against any candidate’s traits and avoiding conflict of interests wherever possible. The first stage was to rank based on the quality of CV, the second was based on the candidate’s interview and the final ranking was an average of the first two with preference given to required group skill composition.
This first ranking was easy to conduct as grammatical errors, poor sentence structure and erroneous details not pertinent to the project would push the
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Confident gestures and expressions were effective at making a candidate favourable in our rankings. Therefore I believe we were emotionally ranking each candidate based on our opinion of their abilities. After ordering, the rankings displayed just how important the non-verbal communication was in our interviews. A candidate initially ranked low due to their poor written communication made their way into our top 6 purely because of how personable they were during the
Going into this interview project I was curious to learn more about the experiences that immigrants had to go through. My interviewee, Mario, is an 18 year old immigrant that migrated to America from Bolivia at the age of 10. I have known Mario since middle school and we’ve been friends since then. We have grown up around the same area too and now we both attend the University of Maryland.
While almost every competency has a representation the three most prevalent are displays open and honest communication, decisions are value-based
The reason as to why police brutality is unethical is simple. It kills a lot of people and is not necessary. However, what are the reasons as to why police brutality has become such a problem in the United States? One can argue the police officers take advantage of how much authority their occupation comprises of. If a cop shoots and murders a person, they claim that they were using self-defense or some other kind of excuse.
Initially, I have well-created communication aptitudes that have ended up being exceptionally useful over the span of my work in the health and social care environment. Now, it merits specifying the way that communication abilities helped me to set up positive relations with clients and give them health care as well as with advising administration. Additionally, my hypothetical information in health and social care were likewise critical qualities that helped me to perform effectively. My hypothetical information laid the ground for the improvement of viable aptitudes and experience. In addition to this, the improvement of my professional abilities over the span of my work was encouraged by my hypothetical learning in the field of health and social
Persuasive Speech Outline Template Length: 3—5 minutes Title:____Why gun should be banned? _____, by___Hani____ Exact purpose: To convince the audience that. . . (complete this statement) Gun is weapon and weapon is dangerous. It’s should be banned and become illegal! (Although it is the first part of your outline, DO NOT begin your speech delivery by stating your exact purpose.
Her Thesis statement is “How your body language shapes who you are”. Cuddy’s talk is wonderfully funny and lighthearted throughout, which is effective in tearing down the wall between speaker and audience. She shows humorous photos and videos of politicians caught in awkward non-verbal expressions, and she solicits smiles by showing cute photos of furry animals posed in high power and low power positions. 24) How did the speaker gain our Attention?
1. Please explain how your past personal and professional experience make you a quality candidate for the position for which you are
In most careers professionalism is a valuable trait to have in a person’s work ethic. Social work is most certainly the kind of career in which professionalism is highly important. There are a variety of behaviors that depict professionalism. Some examples of these behaviors are appearance, demeanor, competence, ethics, verbal and writing skills, and many more. Throughout the social work program, the importance of professionalism has always been stressed, and there were several assignments that were given to us in order to apply professionalism in our field practicum and to help prepare us for our career.
Being the clinician and conducting an intake interview was one of the most the practical, informative, and thought-provoking assignments I have completed throughout undergrad thus far. While allowing me to practice clinical interviewing skills, I learned how difficult yet essential various skills were in order to successfully complete an intake process. Specifically, I found taking a direct approach and asking specific questions was most successful. For example, with my client, Ian, I was able to find out the most relevant information about his manic tendencies through asking him specific questions. His intake form described having manic tendencies in the past, though there was not enough information there to really get to the core reason for
Now, moving to "Activity E" we need to design a selection process for the candidates due to the fact that there were much more managers that apply for this jobs than expected. There were thirty managers that apply and the company needs to send in France only need twenty of them (Robson, 2008). In order to avoid demotivating none of them, the leaders need to take a decision based on a selection method well explained and justified prepared by the independent management
The key to being a successful leader is to remain objective and easy going. Mr. Sene began his career as a physical therapist in 1999. He served as the Rehabilitation Supervisor for Lutheran Medical Center, Brooklyn, NY, from 2006 to 2009. Mr. Sene’s recent experiences include Co-Owner/Manager of a small-scale physical therapy office, in addition, a supervisory physical therapist at RWJBarnabas Health. Mr. Sene’s responsibilities for both facilities include; day to day operations, scheduling, budgeting, and updating his staff on changes in policies, procedures, rules, and regulations.
Selection methods deal with the candidate’s applications and resumes, interviews, reference checks, background checks, cognitive ability tests, performance tests, and integrity tests (Bateman & Snell, 2013, pp. 185-187). Throughout the selection process on the video, there were two applicants that were interviewed: Jacqueline and Sonya. The three key components that Robert was looking for was business experience, education, and personality qualities.
THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.
The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a
P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.