Talent At Deloitte

d self-assured Welcoming and helpful                    Attentive to details and quality Commercially minded Good presentation and well spoken Good listener Reactive Dependable and organised Good team worker Self Motivated and Initiative Excellent Communication and Interpersonal skills Ability to work unsupervised and within a team Immaculate personal grooming and presentation Punctual and Very Reliable Ability to prioritise and an eye for detail Time Management and Organisational skills Enjoy Challenges Ambitious Friendly

a. Consider the personality, emotions, beliefs, behaviors, goals interests, mental health, and strengths and weaknesses.

This paper is going to describe OCBC’s unique approach to talent management and development. Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business). Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.

My very first job interview for the Chesapeake Virginia School District has always set the tone for expectations of the hiring process for me. Chesapeake Public Schools anticipates the “churn” of employees (Moran, 2014). Chesapeake Public School implemented an early hire process as it planned for the next year’s vacancy. So while the individual vacancies were not posted, they sought interviews on college campuses among the graduating seniors.

B. Reflecting on the interview you conducted, what did you learn about their career? In five or more sentences, discuss your interest in this career and how the interview impacted your interest. (20 points)

As a questioner it is your business to locate the best applicants accessible among those that apply to your organization. A vital point to recollect is that while a hopeful must have the capacity to utilize the advancements, dialects, and apparatuses received by your organization, it's considerably more imperative to comprehend what the competitor can do notwithstanding the particular prerequisites of the employment.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

Item description: This is a behavioral interview question requiring the applicant to express skill in judgment and decision making, skill in managing personnel resources, communication and speaking skills and ability to reason deductively.

The purpose of this assignment is to have you explore dimensional facets of, the composite hypothetical construct, “personality.” You will do this by studying, self-administering, and then interpreting and reporting on the results of, several “personality tests.”

4. How do you think attitude assessment does or should impact on an organisation’s performance evaluations, its recruitment and selection processes and on any training programs that might be implemented?

Successful organisations realise that identifying and developing a strategy in these three separate areas is

If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Jusko, J. (2012). How to Develop High-Potential Employees. Industry Week/IW, 261(9), 26-29. Retrieved from http://www.industryweek.com/

Using the table on page 237, name 3 personality characteristics you possess and explain why?