PRELIMINARY REPORT

UNIVERSITY OF WOLLONGONG

Subject Coordinator: Anne Cox

Student Name: Carlos Capel Utrera
Student Number: 6635726
Date: 26 August 2019
Executive Summary
In this preliminary report I have been able to analyze in detail and following the appropriate steps as it is
necessary to prepare an interview in accordance with the final aim of this research work, which is to know the
recruitment and selection system and human resources policy of the company Internetrix.

It all started when I had to contact various companies to explain the project in which I was immersed. Some
companies declined my offer until a company called internetrix accepted my proposal. I met with Simon Geljic,
employee of the company, and he told me that he agreed with the idea and that I would receive an email with the
official date of the interview.
It hasn’t been an easy path, first because Internetrix didn’t see with good eyes what I was proposing to them, as
it they didn’t knew if I was a student or a kind of spy that wanted to know the system of operation of the
company. (that’s why I was asked for the code of the subject to ensure and check that I was a student).

Secondly, having to look for alternative solutions because of the possibility that the original plan would collapse,
it took me time to reflect on the appropriate solutions.

Honestly, the way I’ve been able to make a chronological order, followed by an orderly contingency plan
consistent with the correct preparation of the interview questions to be held on 15 September has been of vital
importance in successfully carrying out this preliminary report. It has provided me a necessary stability to be
able to deal firmly with this report and not to stray from the established guideline.

Personally speaking, I believe that making a preliminary report of this calibre is essential for then carrying out
the second phase of the research project.
There is a saying that Goes: Don’t build a house on Foundations that have not been Consolidated.
I believe that the successful completion of this first phase will be much easier for me to conduct the second part
of the report.

As for the recommendations, I believe that Internetrix is a company with which you can have acces to
interviews, so I brightly recommend futures students talk to this company. On the other hand, now in winter
season they have less work so they are more accessible.

Introduction
The purpose of this preliminary report is to analyse in depth how I will carry my research project, including a
literature review/essay on R&S, company background, interview questions,a working timeline, and a
contingency plan.

Internetrix, a software and ICT consulting service company located at 4/85-87 Smith St, Wollongong NSW
2500 is the one chosen to carry out this research project.

After contacting by email with Kate Quinlivan and Simon Gelijic, the managers of Internetrix, we have agreed
to arrange both interviews on the company’s selection and recruitment system and human resources policies the
15 of September.

Literature review/essay
Recruitment & Selection in Human Resources
Recruitment and selection by the human resource department refer to the process whereby best candidates are
selected among a group of applicants of a particular job position. Usually, HR managers view the process of
selection as one of their most significant functions in a company. During this process, the selection panel strives
to match the job requirements with the abilities, skills, and knowledge of the applicants. This process varies
from job to job and from an organization to the other.

Before the recruitment and selection process, various factors have to be considered. Some of these factors
include legal considerations, how fast the decision-making process is, organizational hierarchy, the pool of
applicants, types of company, the period of probation, and criteria of selection. Therefore, apart from screening,
these environmental factors may affect recruitment if either or all of them have not been fulfilled.

As written by Mahmood, the process of recruitment starts with a preliminary interview followed by candidates
fulfilling applications for employment. Then, the applicants are taken through a series of tests, interviews, and
checking of documents and credentials. This leaves behind successful candidates who get to take a physical
exam test out of which those who pass are selected (Mahmood 333-334). Still, there lie external and internal
factors that affect the selection process which managers must consider before compiling the final list of
selection. The basic selection procedure includes first screening, blank application, test, interview, background
and experience, conditional job offer, drug test, and medical report and final decision in that order. As such,
there is a great significance of the selection and recruitment process as a role of the human resource department.
For example, in a complicated job position, organizations entirely rely on recruitment and selection for
organizations to realize their strategic directions and enhance innovation. The process further fosters necessary
behaviors that support organizational strategies.

Company Background
Internetrix is a small company dedicated to satisfy customers needs, including online services, website projects,
digital services, analytic services, digital performance, and ICT consulting.

One of the recent greatest projects Internetrix carried out was developing a new e-commerce cart for their
Skydive platform which was closely followed by a custom dashboarding project.

Internetrix has multiple partnerships with prestigious customers such as Google, IBM, and SilverStripe.
They have won multiple awards, including Illawarra Business of the Year 2015, Finalist for Telstra NSW Small
Business Award 2016, and SilverStripe People's Choice Award 2014. Our peers look to us for bright new ideas
and leadership. Internetrix is on leading government panels with the Department of Communications, the
Department of Human Services, and NSW Government ICT Services. Government looks to Internetrix for
insight into a new and creative future.

Interview Questions
Planned questions to Kate Quinlivan (manager director of the company) about the recruitment system in
Internetrix:

1) Which is the best way to recruit, internal, external, or mixed?

2) Which is the principal system do you use to select candidates for the position you are looking for?
3) Do you tell those not selected the decision?
4) Do you do psychological as well as knowledge evaluations?
5) Do you often look for a profile of candidates with a certain level of education?
6) Do you often provide medical examinations to candidates to assess their physical state?
7) You rely on non-verbal communication to sense the character and personality of the candidate?
8) Which technician you use to recruit employees? You search for employees through the internet or do
you use a more traditional way of putting advertisements through journals and newspapers?
9) Do you usually contact the University of origin to provide you information about the future employee
when the candidate is a recent university graduate?
10) Do you usually test the candidate through simulations or practice period to see how he works to finally
decide whether to select it or not?

11) Do you often use social media as an ally for your selection process?
12) You seek a selection of personnel consistent and aligned with the strategic objectives?
13) Have you ever selected employees through professional companies?
14) Do you look for a particular age when selecting employees?
15) Do you often look for a candidate profile that has the makings of a leader or you like him to behave
passively?

On the other hand, I have been able to prepare some interesting questions to Simon geljic about the company’s
human resources policy.

1) The managers role in the company consists in implementing fair HR policies and strategies with the
support of HR specialists?
2) Is the HR Manager a valued member of the senior management group?
3) Do the HR policies and strategies contribute to a positive work environment or have unintended
consequences?
4) Does feedback from managers and staff inform the regular development and review of HR policies and
strategies?
5) Are the HR policies and strategies sufficiently flexible to accommodate differing situations and
circumstances?
6) Which is the individual’s role in human resource policies and strategies?
7) Do you use specific dress codes for your human resources policy?
8) Do you apply organizational climate surveys so that the company implements strategies that increase the
motivation and commitment rates of the workers?
9) Do you normally implement strategic plans for the assessment of the working environment in view of the
company’s goals and objectives?
 10) You give recognition as a goal to motivate and reward those with outstanding performance? If the answer
is yes, in what way?

Working Timeline
5/08/2019 9/08/2019 15/08/2019 25/08/2019 28/08/2019

Telephone calls to I meet Simon Geljic, I receive an email I begin to prepare I finish Simon
various companies employee of from Simon Simon interviews. questions and also
explaining my Internetrix, where I confirming that the Kate ones.
research project. propose him to do the interview will take
interview for place the 15th of
MGNT206. September.
29/08/2019 30/08/12 5/09/2019 15/09/2019
I begin to prepare my I finish my alternative I get in touch with Finally, I conclude my interview with
alternative plan in case my questions in case the other companies like Simon Geljic and Kate Quinlivan about
original plan falls interview doesn’t MCT Solutions the system of selection and recruitment
follow the initial where they tell me and human resources policy.
structure. that in case
Internetrix canceled
the interview they
would grant me the
interview.
Contingency Plan
Introduction
Contingency plans are used to try to look for alternatives especially if the original plan does not work. All
companies must have alternative plans.

Objective
It is important detect for solutions if the original plan goes down.

Internal Causes
The interviewees are not comfortable with the questions raised.

Maybe they refuse to answer some questions as they do not want to give clues about their selection system or
their human resources policy to people outside the company

Internal Solution
Bring a file with alternative questions, so that I can successfully bring the interview back to my field.

External Causes
The company cancels the interview 3 weeks before the appointment

External Solution
It is convenient to be in contact with other companies such as MCT Solutions, if the original plan goes down.

References
Mahmood, Monowar. "Strategy, Structure, And HRM Policy Orientation: Employee Recruitment and Selection
Practices in Multinational Subsidiaries." Asia Pacific Journal of Human Resources, vol. 53, no. 3, 2014, pp.
331-350. doi:10.1111/1744-7941.12057. Accessed 5 Aug 2019.