Work Sheet Proposal
This area focuses on the different possible needs or uses of a hypothetical recruiting company may have from an individual like me (i.e. the author of this paper). This section draws upon the results, findings, and realizations that I have made from two previous projects namely Big Project 1 and Mini Project 2. For starters, Big Project 1 focused entirely on the different avenues of my personal and personal development that I wanted to improve and focus on as I progress with my life while Mini Project 2 focused on the skills that may be needed by a Hotel Group Sales Management company named Prospect4Leisure. Basically, what was outlined in Mini Project 2 was the recruitment process that Prospect4Leisure has. Having reviewed the backbone of their recruitment process, I can say that it is systematic to say the least mainly because of the fact that the recruitment team proved to have a sense that they are out in the field to get only the best candidates for the open job positions that the company has. So, based on the idea that it would be illogical to focus on a need that has already been covered, I have come up with the sufficiently valid idea that what people from Prospect4Leisure needs the most at the moment would be a set of criteria (i.e. a standard one) that they can use in screening their candidates. Surprisingly, the report (i.e. Mini Project 2) kept on mentioning that the company’s recruitment team is out to look for the best possible candidates in their open job positions but nothing was mentioned about specific skills and quality sets. Unsurprisingly, a significant chunk of Big Project 1 was dedicated for that purpose which is what will be used to determine the needs of the recruiting company now. Specifically, I want to focus on the following qualities and or skills for the creation of the criteria that would help Prospect4Leisure identify who the best possible candidates would really be. These would be candidates who have a strong sense of:
1) personal management 2) product and service management 3) customer management 4) presentation management 5) metrics and evaluation management 6) and continuous quality improvement management.
When it comes to being able to secure a position and making sure that the chances of being recruited for that specific position, focusing on showing or providing the company the skills and other things that it already has would lead to a dead end (i.e. not being able to get that position). Recruitment is most likely a process where the simple economics-based law of supply and demand is heavily at play. Offering something that a target company already has would be senseless and be nothing but a waste of time. Luckily for me, I have six core skills to offer that Prospect4Leisure still does not have. The only problem now is how I am going to present myself as a person who embodies these skills to them. In order to pull this through, I have decided to include all six skills in the worksheet but only focus on the top three most important ones namely
Resume (Basic Format)
HoTel Group sales Manager
Product and Service Management
Metrics and Evaluation Management
Continuous Quality Improvement Management
Organizational and Extracurricular Activities
I am hereby expressing my interest to be appointed for the position of Hotel Group Sales Manager (i.e. hypothetical). Below is a rationalization and justification report focusing on why I think I am the best candidate for this job. Out of the
Whenever a recruitment team tries to fill up an open job position, what they are dealing with is the human resources aspect of organizational management. At some point, it can be said that what they are looking for, especially for senior management and other higher level positions, is one who already has the experience and knowledge in handling people, entire departments or even the entire organization. However, they do not discount the fact that the ideal candidates should still have a large room for improvement and this is where the importance of personal management would be realized.
Product and Service Management
Almost all forms of companies are sales oriented, one way or the other. There are, for example, companies focus on manufacturing products and selling it to a target market. There are also other companies that focus on providing service for a similarly targeted market in exchange for a certain price. Either way, these organizations are sales oriented—because they are essentially selling something. From the creation of the product or service down to the point of providing after sales support, what is being practiced is this skill: product and service management. In a highly competitive environment, the organization that offers the sharpest edge when it comes to this skill would often turn out to be the real winners because customers would most likely flock towards their side, outperforming their competitors during the process.
Organizations deal with a lot of stakeholders—persons who have a vested interest (either directly or indirectly) in the company and its operations. Arguably, the most important stakeholder would be the customers because everything starts from them. A product or service gets developed with the customers (i.e. target market) serving as the motivating factor. They are the ones that line up the pockets of everyone working for the company. Basically, without the revenues that the organization generates from the sales of their products (to customers), the cycle that is called business would cease to exist; and this is basically why this third top skill is so important.
Out of the six core skills and competencies that were presented, here were the top three that I think would be highly vital for this job. And because I see myself as an excellent embodiment of these skills and competencies, I can confidently say that I am a perfect match for this job.
Work Sheet Map, Plan, and Anticipation of Actual Face to Face Interview (i.e. Practice Question and Answer Session)
In this section, some of the most possible questions that would be asked by the recruitment team representatives were outlined, focusing on the best possible way how to attack them. By reviewing this worksheet plan, the applicant would be able to answer most, if not all, relevant questions with ease and confidence. The ultimate goal of this strategy is to make the recruitment team members realize that the person that they are interviewing is the perfect person for the job—which is their ultimate goal in the first place.
Why should we hire you?
Because I can do the work being required and can consistently provide exceptional results
Because I know that I can fit beautifully in this kind of environment and would therefore be an excellent addition to the team
Because after a thorough review of the organization and the job description I can say that I possess the combination of skills, experience, and character that would make me stand out from the crowd
Why do you want to work here
I have reviewed the history of this organization as well as its current operations, basically all of the facets that are related to it, and I can say that I am a perfect match for this job. This conclusion is based on the notion that the nature of work that this job offers and the culture of this organization are two things that would best suit me.
What is your greatest strength and weakness?
My greatest strength is that I possess three skills and competencies that I think would be most important for this job and they are: personal management, product and service management, and customer management. Rarely can you see someone who possess all of these three qualities at once and I think this gives me the best edge against other candidates
My greatest weakness is that I need proper feedback in order to improve. Most of my previous colleagues suggest that this is not a weakness at all because almost everyone require feedback in order to correct whatever they are doing wrong and to reinforce their strengths but I still think it is a weakness.