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Avoid the Hustle

Job selection practical

Category: Essay Writing

 

The activity to be assessed will be conducting a recruitment and selection exercise.This assessment is conducted in pairs, so you will need to have an assessment partner. You may pick your own partner.

 

Each student will submit their own report. The final mark will be awarded on an individual basis.

 

The assessment will have two components:

  1. Recruitment report (80%)

 

The submission of the final report will be to Blackboard by the end of week 12.

 

  1. Recruitment report – 80% of the component mark

 

The report is to include the following components:

 

Activity Who does the activity?
  1. Sourcing or creating a job advert

 

Both students
  1. Creating a Job Description and Person Specification OR a competency framework for the identified job

 

Both students
  1. Creating a candidate CV to apply for the job. Two CVs will be in the report, one from each student

 

Individual
  1. Creating the assessment criteria for the job

 

Both students
  1. Developing measures by which to assess the identified criteria

 

Both students
  1. Creating methods and/or interview questions to assess the criteria

 

Individual
  1. An assessment of how well the candidate performed against the criteria during the interview. This part can only be written after the interview

 

Individual

 

 

 

Helpful hints – Report

 

  1. Sourcing or creating a job advert

 

For this part you can find an existing job advert placed on a job board, newspaper anywhere in the world, although it must be in English. Or you can create your own job advert.

 

If you find an existing job advert naturally the more information that it provides will help you in developing the next requirement.

Example 

Part of a Receptionist’s job advert says: The successful applicant will interact with many people from a variety of cultural backgrounds.

 

  1. Using the job advert as your primary source of information you are then required to create either:

A job description and person specification – identifying essential and desirable traits

 

OR

 

A competency framework

 

Example 

  1. Job description: Required to meet and greet visitors to the organisation, collect accurate information from to visitor, and inform the staff member that their visitor has arrived, ensure visitor comfortable whilst waiting

Person specification: Friendly person, who is able to engage positively with a wide range of people from different backgrounds

B.      Competency framework: Is focused on customer needs and provides high quality and consistent support

 

  1. Creating a candidate CV to apply for the job

To facilitate activity 7 it will be necessary for both student (job candidates in the interview) to have a CV which can be used by the interviewer to form questions

Example 

Each candidate should write a CV to apply for the job advert that was sourced for activity 1.

 

The CV should be tailored to demonstrate the candidate’s suitability for the position. The CV will be used the interviewer as a basis for formulating questions during the interview.

 

  1. Analysing the job you will be able to identify the essential criteria for the job i.e. what must the person be able to do or what personal qualities must they have.
Example 

Assessment criteria:

  1. Demonstrates being able to quickly build a rapport
  2. Demonstrates an ability to interact with a diverse cultural mix
  3. Demonstrates putting the customer first
  1. Having identified the essential criteria, you now need to develop measures by which to assess the level that the candidate possesses the required skill, ability or quality. For each essential criteria you need to develop a measure to identify whether the candidate is providing a high or low quality evidence of their ability to perform the requirement. The interview (activity 7) will require that at least three criteria are assessed.
Example 

Criteria measures example for criteria A:

  • High – builds a quick rapport during the interview, able to provide compelling evidence of quickly engaging with people through variety of examples and considering different aspects about the person or context
  • Medium – builds limited rapport during the interview, provides limited volume of evidence of engaging with people
  •  Low – builds no rapport during the interview; can only provide little or no evidence of    interacting of engaging with people
  1. You now need to identify methods to collect data as to how well the candidate matches or exceeds your criteria. In an interview this will be most typically through asking questions.
Example 

Question to assess criteria A:

Tell me about when you meet someone new for the first time whether at work or socially, what do you do?

 

  1. Compare the evidence against the assessment criteria and determine how well the candidate has performed

Marks are not awarded for whether a candidate exceeds or fails to meet the criteria, the activity is assessed not the outcome.

Example 

Assess candidate against criteria

  • Assessment High – ‘Candidate was warm and engaging during interview. Gave excellent example of finding new employee in the work place looking lost on their first day, walked them to their new office location and introduced them to work colleague who they knew personally. Rang up the person at the end of the week to check they were settling in well.’