Recruitment Of Electrical Engineers For Various Core Engineering Companies On Behalf Of B3

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

The common perception of a recruiter is evolving quickly in the workplace (Boswell 2001). Where once recruiters were viewed as a tool to simply acquire candidates, modern recruiters have greater responsibilities to their clients. These responsibilities can include tasks such as organizing paperwork, completing pre-screening measures, and even occasionally preparing training curriculum (Darrell 2002). Recruiters are further expected to provide quality screening of candidates and ensure the optimal match for each applicable position within a company (Posner 2006). As with any other job within a company, recruiters must take this work seriously and avoid procrastination to ensure a smooth transition for their candidates into the new workplace. Should the transition fail to be smooth, the full blame modernly falls on the recruiter who failed to use proper coordinating strategy.

(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

When I first saw the final paper assignment posted, I directly decided that I was going to start reading the chapter that goes over the recruiting interview which winds up to be Chapter 7 in the textbook “Interviewing Principles and Practices”. I chose this chapter because I thought it would be interesting to know how the recruiting process differs from one organization to another or from one country to another, given that I chose to interview people from outside the United States. I also picked this chapter because I realized that recruiting is the most used tool in order to decide whether a prospective employee will be a good fit to a given position in a given organization.

Interviews - This is often the second step in a selection process, it is often used after a group of applicants have been short listed and allows the recruiter or hiring manager an opportunity to ask further questions about an applicants experience and get a feel for their personality, and fit into the organisation and role.

Boilertech is at a crossroads where there are many different paths to choose from, but all may not be equal. It seems as though the cause of their problems comes down to outdated policies and attitudes that are creating a culture that discourages engagement, which is leading to the turnover of key talent. Some examples of these antiquated practices include the lack of formal exit interviews, inadequate appraisal system, and poor succession planning. Ultimately, it will take an overhaul of the policies and mechanisms in order to maintain a competitive advantage, especially when it comes to talent.

The human resources recruiter will contact the applicants, which have been initially screened for the next round, to conduct a phone interview. This process is designed allow the recruiter to describe the job description in great details, answer pertinent questions about the position but also allow the applicants to screen themselves out of the job based on the

After completing my bachelors , I worked as an Design engineer in the field of Electrical where I was able to implement knowledge which I had gained from my Bachelors of Engineering. When I realized that my bachelor’s knowledge and skill was not able to address new problems, I decide to pursue my masters in the field of Electrical and Electronics Engineering.

Industry participants performed new work, additions, alter- ations, and maintenance and repairs.2 The primary workers in the industry were jour- neyman electricians. In 2005, about 50 percent of electricians were employed in con- struction, 10 percent were self-employed, and 40 percent were distributed in various industries performing electrical-contracting-related work.3 Over 74 percent of the com- panies in the industry had ten or fewer employees.4 Many of the smaller local firms were nonunion and family owned and operated, as was J&J. Electrical contractors typically performed the job at the construction site; however, they performed certain specialty jobs in their own shops.

Mr. Garzon-Leon started by showing the four fundamental requirements for recruiting engineers. The first thing employers consider is teamwork. Although, it might be difficult to work with and to get along with teammates with contrasting characteristics and views, each individual must try to get along with and conform to each other so as to contribute to the success of the project. The second requirement is communication skills, namely, writing, speaking and listening. Some examples of written communications in engineering include writing design reviews, test

This report has been produced for HiTec International, it will examine the current recruitment strategy of HiTec International, address the existing issues within the recruitment infrastructure and propose recommendations to improve recruitment within the organisation while remaining competitive on cost.

Fast-Tec produces highly technical industrial instrumentation devices. We have 45 sales regions, each regulated by a sales manager. Large amounts of managers have degrees in electrical engineering and company officials deems only those applicants with electrical engineering degrees should be considered. All candidates are required to take the Strong-Campbell Interest Inventory Test and the Wonderlic Personnel

Personal Statement: Twenty years of education have brought me a deep appreciation for the study of the Power systems, Controls systems and Telecommunication. When the time came to specialize, my decision to major in Electrical Power Engineering was motivated by the hope of achieving a strong opportunity of creativity, research, and development. Electrical Engineering, with its myriad sub-domains and multi-faceted nature is a natural amalgamation that allows me to express my creativity and innovative power to bring about works that offer benefits to society. The tools and aims may be different, but designing and developing software/hardware or devising a novel mathematical proof is relatable to the work of artists in their shared spirit of creating. I view my decision to study Electrical Engineering as a natural means of fulfilling my need to create since it equips me with tools for the job: the ability to devise, test and evaluate Power systems and the programming knowledge required to implement them.

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”