Documente Academic
Documente Profesional
Documente Cultură
Job title
Technical Officer
Class title
Field Assistant
Reports to
Site Engineer
Supervises
Summary
Qualifications
Job location
Duties
JOB SPECIFICATION
Job title
Technical Officer
Qualification
Experience
Special attributes
Physical Attributes
Job profiles
Reporting to
Site Engineer
Resume
Resume is unarguably the first impression of a candidate to the selection
committee, so plays a huge role in selection process, almost every selection process
demands resume from candidates. But the time company takes to consider each resume
is very small, maybe it is low as averaging 11 seconds. Definitely a good resume tells a
lots of things about the attitude of the candidate towards the certain job. Also we can
say if the guy targeted the job and is passionate to join the work. But as the resume is a
prepared one at home and sent, it may have been prepared by someone else other than
the candidate. So may be the organization of the resume may be from a different
person. So it may not be very justifiable to judge a person from his cv. But for a hiring of
1000 field assistants, it is hard to spend a lot of time on each individual candidate. So
definitely The CVs are going to play a huge role in cutting out the under qualified
candidates and filtering limited number of them in to the next selection processes.
2.
4.
Personality test
The personality test is the method of checking the characteristics of a
candidate related to the future job performance. Usually personality test may include
group tests or individual interviews. These usually try to identify the type of personality
the specific candidate has, whether it is a sociable, forceful, respectful, sensitive, etc..
The personality tests are subjective, that the person interviewing or evaluating the
group test tends to select candidates with personalities of his or her liking. For an
example some managers may think that people who have done group sports or
activities are better candidates than others in personality test. But when it comes to
work it may be different, because work rather depends more on knowledge and
experience.
Group activities are a great way to observe peoples personality. In such an
activity the employer may identify different personalities and categorize them. But also
there is a disadvantage as the applicant tends to show different personalities in order to
get selected. Altogether it is an essential method of selection in selection process.
When we are selecting 1000 field assistants it will be hard to do personality
test however. Somehow we may group them and allocate some time to test their
personalities. But for a job like an field assistant personality performance in an interview
would be more than enough and would be a waste of resources and time to conduct a
different personality test.
5.
Biographical Questionnaire
This is a good method employed in selection process when large numbers of
applicants are available for a small number of jobs or when the number of vacancies are
huge. The applicants are given to fill out their data, such as educational qualifications,
experience, extracurricular activities, references from past employers, activities of
interests etc..
In the case of selecting 1000 field assistants this will be a good method because the
number of applications will be great and also the number of vacancies is high.
6.
Personal interview
Personal interview is when the employer conducts face to face meeting with
each individual and evaluate his or her suitability for the job. The personal interview
may consist of several interviews ranging from basic interview to the final interview
which may take whole day for each individual. Personal interview is a must in selection
methods as it allows the employer to get to know the individual questioning more
deeply about the person.
when we consider about individual interview for the selection of 1000 field
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assistants, it is a must , because it is the basic selection method. We may divide the
applicants in to few groups and assign interview panels for each group and then conduct
interviews. But the well have to limit the number of interviews to one as the number of
applicants is large, it would be very costly to conduct many interviews and time
consuming.
7.
Assessment center
Assessment center is a variety of testing techniques designed to allow
candidates to demonstrate, under standardized conditions, the skills and abilities that
are most essential for success in a given job. One method of assessment centers is to
allow applicants to group in and engage in leaderless group discussions. But this method
is sometimes criticized as the group members in each group are different so the each
candidate would have to undergo different test circumstances. Also this is very hard to
do in case of large number of applicants as huge time and money has to be invested in
training the assessors. Role playing is another method of assessment centers. In role
playing a trained accessory is playing a role of a position in which the applicant will be
appointed to in future and simulates a real work environment situations and evaluate
real work responses.
In the case of selecting 1000 field assistants this method is not a very good
method as large number of assessors have to be trained for simulating environments
and takes a huge amount of time and resources.
8.
Reference checkIn this type of method what we do is ask the applicants for references and
with applicants permission ask for the previous workplace references to recommend for
the applicants and give feed back about the applicant. This method is somewhat
subjective and not a very effective method as the previous employer and workplace
may or may not be a good place and might have treated the employee badly or might
have favored the employee.
In the case of selecting 1000 field assistants this would mean a lot of
telephone calls and would be hard to contact those people as they are busy, and also as
we are recruiting people with little or no experience it wouldnt be an efficient method.
9.
Background investigationThis is a very important and effective method in a selecting process. Most of
the HR managers usually do background checking. How deep the background
investigation goes depends on the job type. For example for a job which involves lots of
driving an hr manager would have to check for the applicants driving records. Then if
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the person is being hired for a position whichi involves handling a lot of assests HR
manager would have to dig up his criminal history to check whether the applicant has
involved in any burglaries and so on. Also the HR managers usually check for the
previous work experience and make sure that the mentioned work experience and
educational qualifications are true. Sometimes in an engineering positions they call IESL
and make sure the qualification is up to the standard.
Background investigation is an important method in selection process of
course. But it is hard to do background checking when we are selecting 1000 field
assistants. It would need tremendous effort as the number of applications we get for
1000 positions would be many thousands. So for this selection procedure we would
have to keep this method of selection out of the picture.
10.
Google
Nowadays with google a lot of information about a person can be found by
googling their name. such as if the person was engaged in any burglary or some news
event the chances are that they appear on internet and would be easy to find. Also it may
give an idea of their character with lots of social interactions getting public and tagged on
with photos.
In the selection of 1000 field assistants googling would be a great method as it
would highlight out any individuals who may have any criminal records or great
achievements and extracurricular activities and wouldnt need much time to do so.
11.
Graphology test
This method relies on predicting a candidates future job performance by
evaluating his handwriting. This is not a very efficient method as the persons
handwriting wont tell much about how the candidates skills for a job are. This method is
good if the person is selected for a job involves a lot of handwriting such as a clerk.
When we are selecting 1000 field assistants this method is not very necessary
as a field assistant only needs to write few things down. And his on the field job would
require more practical skills than written skills. So this method of selection is not
efficient for selection process.
Selecting 1000 field assistants is a huge task. As field assistants or the technical officers
are the people who are going to look after and handle all the situations on the worksite
assisting the site engineer their role for the road project is very crucial. So their job must
be selected very wisely. But as we are hiring 1000 of them at the same time the
interview process has to be brief and would have to be done with the aid of minimum
number of trained interviewers.
This demands for brief selection methods which are a simple resume and basic interview.
The resume can tell a lot about the persons educational background and abilities and also
work experience and also will be able to check their original certificates and a brief
personality test at the interview. It is a very wise choice to go for a cognitive ability test by
conducting a subject knowledge test and an IQ test and filter out the people with best
subject knowledge and then interview them. So the best selection methods for the
selection of 1000 field assistants would be to resume, cognitive ability test and an personal
interview.