Abstract evidence of suitability for a role. 2 My

AbstractThe purpose of the report was to determine how prepared I was for recruitment, after completing the self-analysis and reflection I determined I was partially prepared as I was not prepared to ask the groups any questions at the end of the interview. Another aim of the report was to evaluate the effectiveness of different forms of interview. The research showed the use of panel interviews and cognitive testing over the use of single interviews was favourable in my opinion however mathematically was inferior.A Key part of the report is in relation to Bruce Tuckman’s ‘Team Development Model’ and how it affected my group dynamic.

I discovered that my group followed this model very closely in the early stages of creation.   Contents Abstract. 1 Introduction. 2 Presenting evidence of suitability for a role.

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2 My preparation for recruitment. 3 My Recommendation for recruiting. 3 Group Theory in relation to my group. 4 Recruitment for a larger company vs recruitment for a project. 5 Strength, Weaknesses & My Goals. 6 Conclusion. 7 Bibliography. 8    IntroductionThis purpose of this report is to assess how prepared for the recruitment process I was and to evaluate the effectiveness of different forms of interview.

A key aspect of the recruitment process is the use of panel or single person interviews.It has previously been observed that many groups within the workplace follow Bruce Tuckman’s ‘Team Development Model’ which outlines how groups are formed and how efficiently they work together (Tuckman 1965) this report will analyse this and evaluate how effective it is in a practical environment.The report will explore the strengths of a given range of recruitment methods notably single interviews versus panel interviews and cognitive testing.The objectives of this report are to analyse my approach to the recruitment process and to determine how prepared I was for the recruitment process.

Presenting evidence of suitability for a roleA Cover Letter and CV are required for the majority of job applications this provides a body to highlight your suitability for a role. The “STAR approach (Situation, Task, Action, Result)” (University of Oxford, Careers Service 2017) allows a structured approach to show suitability in a cover letter. This allows you to highlight a time where you show a suitable feature and what the result was.

Another way to present suitability is by highlighting work experience or education in a relevant field. This shows your suitability and may provide references that can favourably talk about your abilities.    My preparation for recruitmentThe preparation for recruitment for the group project started with the production of my CV.

Having already experienced the process of recruitment and holding a part-time job I already had the majority of my CV complete and ready to use. However, having completed work experience prior to university I was able to add these details plus more in-depth descriptions of current work.As part of my CV, I prepared a cover letter that was unique to each group I applied for. By using the job descriptions provided by the groups I identified the key qualities that were being sought and addressed these in my cover letter.Furthermore, I used the job descriptions to anticipate and predict possible interview questions which allowed me to prepare appropriate responses without feeling pressures when they were asked.My Recommendation for recruitingThe majority of companies use a form of an interview to assess the suitability of candidates. The two forms of interviews this report will analyse are Panel and single person interviews.Mathematical data from past research has shown single interviews to be more “valid”.

The research analysed the two styles for both “structured” and “unstructured” interviews. (McDaniel, Whetzel et al. 1994) While structured, single interviews were much more effective (.

46 vs. .38) however when unstructured the results were much closer (.34 vs. 33). This may be down to the fact that a panel interview has multiple people to ask the questions so there are fewer pauses between the interviewer asking questions.

There has been an increase in testing in the recruitment process. The test can take many forms but are mainly used for managerial and graduate vacancies due to the costs. Cognitive ability tests the general intelligence of the possible recruits and has shown to be “good predictors of performance” therefore allowing companies to filter out possibly good interviews who are possibly not suitable for the job. (Jenkins 2001)Group Theory in relation to my group Bruce Tuckman’s devised the ‘Team Development Model’ which contains four sections of how a small group come together and work. The first stage is ‘forming’ is this stage you begin to form relationships with the leadership. For me, this began when I meet them at the interview.

The second stage is ‘storming’ in the phase the goals are set and there begins to be conflict between the group. My goals for the group was laid out in the interview when a plan for how the group would be run was shared with me. There was no conflict however that I am yet to witness due to the group not having complete the other two sections of formation.Recruitment for a larger company vs recruitment for a project When recruiting for a large company the skills required are varied and it is long-term recruitment whereas a project requires a specific set of skills.

As a professional within the industry are in such high demand (Anderson Elizabeth 2015) they now have the choice of jobs. Recruitment for a project requires a project manager that will have to run the project so it’s important to ask hypothetical questions that involve a large range of challenges within the interview. When recruiting for a project networking is also vital as can make you stand out as a candidate.  (Rossheim John)When recruiting for a project a specific set of skills and abilities are required so questions and tasks are often set to accesses the candidates’ ability. (Bika Nikoletta ) A broader set of skills are required for a large company with a permanent position.

A larger company may also outsource recruitment to an agency which means networking will be of less use as an agency will use workers already on their books.Strength, Weaknesses & My GoalsHaving completed the interview process for my group I felt my major strength was that I was able to answer all the questions in a confident manner furthermore this was supported by feedback from the group.However, I did have my weaknesses in the interview, I felt unprepared to ask questions to the group at the end of my interview that I feel would have shown that I was interested in the position.  On reflection, I would have prepared a small selection of cue cards to remind me of the job description prior to the interview so I could have referred to them when asking my questions.I have broken down my goals into: Short-term goals- what I hope to get out of the group work & Long-term goals- where do I want to be in five years’ time.My aim as a member of this group is to improve my PHP MySQL skills while also gaining greater interpersonal skills. My goal for the next five years is to complete my degree in web development and to either work in a small company as a junior web developer or to have started my own business developing websites. ConclusionOne of the aims of this report was to explore the strengths of a given range of recruitment methods.

Because of the research conducted, I conclude that for recruitment I would favour the use of panel interviews and cognitive testing over the use of single interviews. Whilst mathematically panel interviewing is inferior to single interviews my experience with both forms have led me to believe that due to more people witnessing the interview you can get a greater insight into the candidate. I also recommend testing due to its ability to highlight a candidate that may not interview well but is a strong and intelligent worker.  One of the greatest challenges faced was to analyse myself and to be self-critical whilst also highlighting my strengths, the outcome of this report, however, was that I gained a much clearer understanding of my personal goals and what is achievable.

Overall due to my self-analysis I felt I was prepared for the process of recruitment due to the fact I already prepared for work and understood how the process worked. However, if I was to be in the position again, I would have asked more questions about the group structure so I could understand greater have the group would work in relation to Tuckman’s group theory. Bibliography TUCKMAN, B.W.

, 1965. Developmental sequence in small groups. Psychological Bulletin, 63(6), pp.

384-399. UNIVERSITY OF OXFORD, CAREERS SERVICE, 10 August, 2017-last update, Demonstrate You Fit the Job Criteria. Available: http://www.careers.ox.ac.uk/demonstrate-you-fit-the-job-criteria/ 2 January, 2018.

MCDANIEL, M.A., WHETZEL, D.L., SCHMIDT, F.L. and MAURER, S.

D., 1994. The Validity of Employment Interviews.

 Journal of Applied Psychology, 79(4), pp. 599-616. JENKINS, A.

, 2001. Companies use of psychometric testing and the changing demand for skills: a review of the literature. Centre for the Economics of Education, London School of Economics and Political Science. ANDERSON ELIZABETH, 2015, 14 May. Here are the workers most in demand in the UK.

The Telegraph. ROSSHEIM JOHN , How to Source and Interview an IT Project Manager. Available: https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/employee-sourcing-strategies/how-to-source-interview-an-it-project-manager.

aspx 3 January, 2018. BIKA NIKOLETTA, , Pre-employment testing: a selection of popular tests. Available: https://resources.

workable.com/tutorial/pre-employment-tests 30 December, 2017.