National College of Ireland Project Submission Sheet 2015/2016

Transcription

1 National College of Ireland Project Submission Sheet 2015/2016 Student Name: Kate de Boe Agnew & Bruno Cavalcanti Student No. NCI: (KDBA) Student CIPD No: (KDBA) Student No. NCI: (BC) Student CIPD No: (BC) Programme: Module: DHRM Resource and Talent Planning Lecturer: Francis Black Submission Due Date: Saturday 5 th November 2016 Project Title: Interview Skills Assessment Word Count: 1500 I hereby certify that the information contained in this (my submission) is information pertaining to research I conducted for this project. All information other than my own contribution will be fully referenced and listed in the relevant bibliography section at the rear of the project. ALL internet material must be referenced in the bibliography section. Students are encouraged to use the Harvard Referencing Standard supplied by the Library. To use other author's written or electronic work is illegal (plagiarism) and may result in disciplinary action. Students may be required to undergo a viva (oral examination) if there is suspicion about the validity of their submitted work. Signature: Bruno Cavalcanti // Kate de Boe Agnew Date: 03/11/16 PLEASE READ THE FOLLOWING INSTRUCTIONS: 1. Please attach a completed copy of this sheet to each project (including multiple copies). 2. Projects should be submitted to your Programme Coordinator. 3. You must ensure that you retain a HARD COPY of ALL projects, both for your own reference and in case a project is lost or mislaid. It is not sufficient to keep a copy on computer. Please do not bind projects or place in covers unless specifically requested. 4. You must ensure that all projects are submitted to your Programme Coordinator on or before the required submission date. Late submissions will incur penalties. 5. All projects must be submitted and passed in order to successfully complete the year. Any project/assignment not submitted will be marked as a fail. Office Use Only Signature: Date: Penalty Applied (if applicable): 1

2 Job Specification The people you meet change you. We are an industry changing start-up, and we are looking to expand our team in our HR department. We are an open-minded, multinational team, dedicated to the mutual benefit of employer and employee. Won t you join us as a full-time HR assistant? What would be expected of you? - To analyse and understand data and information quickly in a structured manner - Identify options, recommendations and make valuable decisions to help us develop - Be confident to speak your mind, especially in unfamiliar situations - Demonstrate determination and resourcefulness while aiming to deliver the best results - Work effectively and inclusively as part of a team - Think and behave as though you were in charge of this growing business What would your role involve on a daily basis? - Provide advice, related to HR queries, to various employees across departments - Supporting the HR team in any way required, in a professional manner - Reporting to your team leader and department heads in a timely manner Bonus points if you have: - CIPD accreditation - HR qualification (CIPD or otherwise) years experience in a HR department What do you get in return working with us? - Chance to travel around the world - Opportunity to develop and enhance your skills - Competitive salary - Multiple benefits including healthcare, dental care, and pension schemes - Flexible working hours - On site sports facility - Free coffee, food, and wine on tap If this sounds like the job for you, please us your CV at peopleservices@companyname.com. If you wish to include more than your CV please do so, although we can t promise we ll get around to reading it. Good luck! 2

3 Filling the Post Areas to Place Job Spec Online Newspaper Ad Recruitment Agencies Word of Mouth / Referral Scheme Examples Company website careers page LinkedIn Jobbio Jobs.ie Gumtree.ie Indeed.ie Irish Independent Irish Times Irish Mirror Hays Sigmar Principle HR Company sent out to all employees about job How to attract applicants - Work incentives (stated in job spec) - Clear competencies desired / applicants know what to expect - Easy to hear and see job spec through various promotion techniques, and through the usage of popular online services and websites to engage possible applicants Selection technique - Evaluate CV: does the candidate s CV show the competencies we are seeking? - Organise interview: opportunity for the candidate to demonstrate the competencies we are seeking - Request references: following a successful interview the candidate will be required to provide proof of work in previous two employments - Perform background check: following confirmation of references we will perform a background check to ensure the candidate can work in the company legally (i.e., if a foreign national has work permit visa) 3

4 Interview Notes Candidate Name: Interview Date: Role: Interview Panel: Competencies: Collaborative Driven to Deliver Decisive Thinker Courage to Challenge Contents Introduction... 5 Intro Questions... 5 Competency 1: Collaborative... 6 Competency 2: Driven to Deliver... 7 Competency 3: Decisive Thinker... 8 Competency 4: Courage to Deliver... 9 Conclusion of the Interview Rating Scales

5 Introduction (2 mins) Panel member 1: introduce the candidate to the entire panel. Explain the format of the interview, including the breakdown of the interview, time allocated to each competency section, and time allocated at the end for questions. Intro Questions (3 mins) The candidate is asked to briefly go through their CV and discuss what attracted them to the role. 5

6 Competency 1: Collaborative (3-5 mins) Works effectively and inclusively with a range of people, both within and outside of the organisation. Question(s) Notes What steps do you take to maintain good coworker relationships? - Do you think it s important to maintain good co-worker relationships? Why? - Have you ever had to work directly with a co-worker who you didn t get along with? - What steps did you take to overcome this obstacle? - What was the outcome following these steps? Tell us about a time where you were responsible for getting people to work together effectively. - What was the situation? - What was your official role in the group? - How did you ensure everybody had a role in the group? - Did you encounter any challenges? - How did you overcome these challenges? - If you were placed in that situation again what would you do differently? Back-up question: Can you give me an example of a time when you helped a colleague work through a work-related problem? 6

7 Competency 2: Driven to deliver (3-5 mins) Demonstrates determination, resourcefulness and purpose to deliver the best results for the organisation. Question(s) Notes Can you describe to us how you prioritise your workload? - Can you give me an example of a time when this process did not work effectively? - What steps did you take to solve the problem? - What was the result/outcome? - Did you work independently or as part of a team? - Were you rewarded for solving the problem? Do you stay up to date with HR practices? - How do you stay up to date? - Can you give an example of a time when you read or saw something that you wanted to promote in the workplace? - Who did you turn to for discussion? - How did you sell the idea? - What was the outcome? Back-up question: Tell us about a time you had multiple projects or deadlines due at the same time? 7

8 Competency 3: Decisive Thinker (3-5 mins) Demonstrates the ability to analyse and understand data and information quickly. Uses information, insights and knowledge in a structured way to identify options, make recommendations and make robust, defendable decisions. Question(s) Notes Can you give me an example of when you had to work under pressure to get a project done? - What was the project you were working on? - What action(s) did you take to meet the deadline? - If the deadline wasn t met: Whose fault was it? - What was the outcome? What was the most creative idea you have ever had in work? - How did you think of it? - What was the idea? - Was this idea implemented in your work? - What did you learn from that? Looking back, is that anything that you would have changed? Back-up question: Think about a time when you had several options from which to choose, but none of them were sufficient to meet your goal. How did you decide which option to follow? - What were the options available? - Why were them sufficient to meet your goal? - What was the impact of your decision and how you came up with it? 8

9 Competency 4: Courage to deliver (3-5 mins) Shows courage and confidence to speak up skillfully, challenging others even when confronted with resistance or unfamiliar circumstances. Question(s) Notes Can you give me an example of where you had to show leadership? - What was the role within it? - How did you show leadership? Can you give me an example of where you have gone above and beyond in your role? - What was the situation? - How you went above and beyond in this case? - Has this new idea that you had been implemented in your job? Back-up question: Can you provide me an example of where you had to show that you had great attention to detail and how did you show this? - What was the situation? - How did you notice that something was not right, having attention to detail? - What was the outcome? 9

10 Conclusion of the Interview (2-4 mins) Panel member 2: allow the candidate to ask any questions. After, thank the candidate for their time, mention when they should expect to hear back (unless already asked), and escort out of the room. 10

11 Rating Scales In your opinion, on a scale from 1-10, rate the candidate s ability to complete the following (based on the competency questions previously asked): 1 - weak ability 5 - meets expectations 10 - strong ability Competency 1: Collaborative Ability to effectively work as part of a team Ability to inclusively work as part of a team Competency 2: Driven to deliver Ability to demonstrate determination to deliver the best results Ability to demonstrate resourcefulness to deliver the best results 11

12 Competency 3: Decisive thinker Ability to analyse and understand data or information quickly Ability to make recommendations to help the organisation Competency 4: Courage to challenge Ability to confidently speak their mind Ability to confidently speak their mind in unfamiliar situations 12