(Please let me assume that we have received 23 application forms by the close day. ) The Title Project team is seeking an experienced and high standard performing Junior Graphic Artist. We have decided to use rang of methods to select the best candidate to fit into the position. We will use scrutinizing CVs, interviewing, testing (both work sample tests and job knowledge tests), reference checks and second interview. I will go through the selection process step by step to ensure that we select the most predicting performance candidate as our new Junior Graphic Artist.
First step: Scrutinizing CVs / Application Forms I have scrutinized 23 CVs and application forms. I main looked at the education background, most all them were graduated from university or relevant education background. I check the work experience very carefully because we are seeing for performance. Fortunately, 23 candidates are generally qualified. 10 of them are not having so many experiences but their personal skills attract me to give them all first interview. They are all having equal opportunity to do the first interview.
The advantages of checking CVs are: 1. Checking the experience, personal skills and education background, we can see who are the most potential persons we will consider to give the first interview. 2. The presentation of CVs may show the candidate! |s design, word processing and typing skills.
The Term Paper on Selection Application Form
"Selection is increasingly important as more attention is paid to the costs of poor selection, and as reduced job mobility means that selection errors are likely to stay with the organization for longer." (Torrington and Hall, 1998, p 221) The selection decision has always been important as the way for a company to obtain the human resource that is appropriate for the job and company. There are ...
3. Due to our job advertisement was clearly defined the position requires, from the CVs, we can see how well the candidates understand the Junior Graphic Artist is. It shows the candidates! | ability of understanding. 4. From the CVs we can find out the strength and weakness of each candidate, this information can help us to get a valid comparison. Second step: First interview Interview is very important for both parties.
It is an opportunity for the candidates and interviewers to communicate face to face. For candidates, it is a great chance to show the interviewer how well they can present their self. For interviewers, the direct conversation indicates the communicate skills and personality of a candidates. In the first interview, I will use a structured interviews selection method. I have planed five question parts. Introduction.
Ask the candidate to introduce their self, break ice. A confident and logical candidate will introduce himself / herself in an appropriated way. Education background Ask question about where, when, what have they studied before? What is their education plan for future? I can see whether their education background is related graphic arts or not. Find out whose education background is most relevant to graphic arts. Work experience Ask question about where, when, what and how have they worked before? Do they have experience with team project work? I can see how many candidates! | previous jobs are related with graphic arts and design. How many they are experienced with Adobe suite, Macintosh.
The information they gave will enable me to choose who will have the second interview or an opportunity to do the testing. Personal skills In the interview, the candidate! |s performance indicates that her or his communication skills and manners. We expect our employees have confidence and be able to complete their tasks independently. An effective communication skills and be able to work well in team in necessary. This is the standard of our company to select a new employee.
Personality I will give my full attention while the candidate is answering my questions. Because the way of people talk, think, present and body language can reflect a person! |s personality. Through the interview, we can see what type of personality of the candidates is. We are seeking a positive, cooperative person and be able to work well in a team. Candidates who are more likely optimistic and easy going will be more chance to get the job. The personality and attitude are important factor of my consideration in the select process.
Essay for Fulbright Scholarship for a master degree in Graphic Design
I am Gabriela IANCU. I want to do my majors in Graphic Design. I inherited taste for art and painting from my parents. My father, Gabriel, also painted. My mother, Lidia, also excited me for the drawing; she works in fashion design in Paris. My taste for the drawing and the color developed from my very childhood. At the age of 13, I attended the classes of a local School of Arts over the period of ...
Third step: Testing (including work sample and job knowledge tests) Before I make a list of candidates for the testing interview I will look at my first interview notes. I will do a comparison of each candidate and justify how many of them are closed to the! SS right person!” we want. Then select them to come to the testing. I only choose the potential candidates to do the testing interview because I do not want to waste time and money. My aim is to select the right Junior Graphic Artists. (Please let me assume 8 candidates are on the testing list.
) Work sample test Work sample test is the most effective selection methods as performance predictors. I have prepared the same work sample tests for the 8 candidates. The tests are: “.
