Job Recruit

Job Recruit
Introduction
In this paper, I will assume the role of a manager working at a small IT firm and dealing with IT issues in branches of a bank in Scarborough. Following the advice of the Centennial College’s chair, I have decided to recruit one student out of the overall population of students in the BUS 140 class as well as three additional courses. In general, I expect about 80 candidates to show their interest in the post. My first task will involve resume screening to slice the number of applicants to have just 8 of them for an interview. The following is an out of how I would handle the task.
Resume Screening
Some of the things I will focus on when selecting the applicants for interview include the story told in the resume. Most students and job seekers tend to draft a list of jobs that might not even hold together, but I would like to focus on those who paint portraits of job candidates. I will also look for the applicant’s skills set. Unless the student has experience and prowess in solving problems and dealing with IT issues, he/she is unfit for the post. I will also focus on the red flags in the student’s resume. A resume with “references available when requested” indicate that the student has been dismissed from at least on the job, and, although it is not is not necessarily a bad experience, it indicates that the applicant’s discipline record is not impeccable. The next things I will look for in the resume are the hard facts versus fluffs. A strong candidate is one who supports the assertions in his/her resume with a set of facts.

For example, “I scored A in the last IT examination and B in Banking” are facts. However, statements such as, “I am a team player,” “I am a person of the people,” and “I have leadership skills” are fluffs and do not qualify for recruitment. The last thing I will look for in the resumes is readability. Although any resume with no or just a few grammatical errors is readable, I go for those that invite me to meet the candidate.
Questions
Below is a set of questions that I would like to ask the students during the interview:
Why do you view yourself as the best candidate for this job?
Have you have ever worked in a bank? If yes, which bank was it, and what duties did you handle? For how long did you work at that bank?
What are the three importance of IT to a banking system?
What is the procedure for solving a problem?
What would you do if confronted with a problem that appears difficult?
What are the three importance of time management, and how will you manage time if hired?
In answering these questions, I would like the candidates to focus on precision, giving accurate, detailed answers that are free of fluffs. There will be no time limit for handling each question, but I will expect the students to fully answer all the questions within the allocated time frame. If a candidate gives precise responses but fails to observe the timeline, then he/she has failed the interview.
Exaggeration
I will be looking for beautiful resumes, but they might mislead me, and students will put their efforts towards landing the job so they may cheat in many ‘smart’ ways. For that reason, I must improvise ways of looking for exaggerations. Students who sing high praises of themselves have a lot of fluffs, and less precise are likely exaggerating. I will also look out for resumes with such factors, as well as those who say things that contradict their resumes or play act during the interview.
Strong Candidates
Strong candidates are those that have beautiful resumes, also all the questions correctly, and do not exaggerate information about them or experience. However, the ideal student for the job is one who meets the following standards:
Submits an impeccable resume
Gives precise and detailed answers to the interview
Gives hard facts, and not fluffs
Have educational qualification and skills set required for the post.