Personal and Organizational Development in Banking

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Introduction

Success in life is only guaranteed by proper planning. Proper planning at the individual and even organizational level requires appropriating all available resources or capacities and identifying in what way they can best be used for maximal gains. It requires scanning the environment and identifying anchors that can be relied on for success. This paper presents my roadmap to a successful career in the banking sector. Apart from my career plan, it also presents general views on how recruitment is done. Most importantly, the paper presents a self-evaluation in relation to what happens in the job market.

Career Plan

We live in a very fast-paced world. Our world of today has numerous opportunities but not much security, especially the security of tenure. In the days of my grandparents and even parents, the security of tenure was assured. People used to work hard at school, then they would get jobs in organizations and managed to grow within the given organizations until retirement. Due to technological and socio-economic changes, the job market is more unpredictable with the coming of each day. It is for this reason that creating a dynamic career plan is very crucial.

As technological and social-economic changes make the security of tenure untenable, people are tending towards entrepreneurship and being multi-skilled. The recent world recession proved yet again how unstable even old secure professions like mechanical engineering could be. In the recent recession, from which economies around the world are steadily pulling out, many people were got off guard. It just happened that all of a sudden banks were making losses due to bad loans or credit.

Failing financial institution necessarily translated into many other companies fortunes dwindling. The most stable of brands like General Motors were threatened with indefinite closure due to losses.

My career plan is as in the figure below:

My career goal is to find a job in a bank and gradually grow through the ranks as I gain financial management related skills and experience. I hope to one day become a top manager in a bank, and after some years of successful operations, I plan to start my own business and become an employer. I look forward to a career in banking because my training has been in banking-related studies. Additionally, I have also had attachments in financial institutions.

Short Term Career Objective

My short term career objective is to gain entry into a banking institution after graduation. From what I have read in job advertisements, most employers or recruiters seeking people who have some experience. Looking for a fulltime job immediately after graduation, I have come to understand, can be very frustrating. Despite having the necessary knowledge, having some experience in the industry plays a critical role in earning one the dream job.

The internship is the best way towards bolstering ones chances in the job market. I realize that banks do not employ fresh graduates on a permanent basis. I, therefore, hope to work for some time as an intern as I gain experience for long term engagement.

I understand that finding internship sites can be tricky, but I bet I am lucky enough. My father is in the banking industry, and thus securing internship will not be a very challenging ordeal. In the labor market of today, networking plays a critical role in landing a job. Networking is done with family members, relatives or friends. Social networks also play a critical role in finding jobs. After six months or one year of internship, I will have developed enough skills and accumulated enough experience to be trusted with a full-time job.

My second short term career objective will be tried as much as I can to experience work in most banking sections. This is crucial because in the first two years of my career will be about developing skills and experience for more demanding responsibilities. Once I have identified the function that best fits my aptitude or capacity, I will devote my energies to being the best at my work specialization.

The road to a successful career will have its own challenges. I know that the organizations I will work with will have own internal culture and politics. There will be challenges e.g. personality clashes, people who are envious, work related challenges and even economic or market-related hardships. I have a number of strengths that will enable me to handle the challenges; the most important ones are a good disposition and the skills gained in school.

I presume I will be successful in the workplace because of the work ethic I have developed. Employees ought to be focused on delivering on organizational objectives as they receive remunerations in return. Rose (2008, p.58) advises that to deliver on organizational objectives, one has to have the right kind of attitude and a dose of enthusiasm. Workplaces have their own challenges. It is easy to get negative due to attitudes of superiors, other workmates or challenges posed by the work requirements. To succeed, I will have to focus on remaining positive despite challenges and other forms of oppositions or negativities.

I realize that success at the workplace is largely dependent on integrity; one can only succeed if he or she is able to win the trust and confidence of colleagues and supervisors. I will endeavour towards being straightforward and truthful in my dealings. Leading a life of integrity should definitely endear me to colleagues and supervisors. Having won their trust, getting promotions or salary increments will not be a bid deal or problem.

Courtesy and politeness are the attributes I will develop. Being courteous and polite is not the same as being a weakling or submissive. As a matter of fact, my personal commitment to assertive relations will remain undeterred. Assertiveness is critical because it helps in being clear in communication. Proper communication entails that one is able to listen as well as express his or her own personal feeling or opinions respectfully (Rose 2008, 105). By being courteous and polite to all (even junior employees), I will be able to learn a lot. It will help me towards being in touch with all happenings in the organization and thus aligning myself properly. Many people loose it in organization due to living in ivory towers and not interacting with most of the employees.

Apart from proper personal etiquette, I plan to work hard in my future position as an employee in a bank. Hard work does not only earn the respect of others, it often brings a lot of gratification at a personal level. Working hard is not about being a busy bee but rather working smartly towards effectiveness and efficiency in my assignments. Effectiveness comes with having the right skills and know-how while efficiency comes with applying the skills in a timely and fashionable way. With the banking knowledge gained in college and experience gained from attachments, I hope to be able to fair well as an effective and efficient employee.

Middle Term Career Objective

My mid term career objective is to be able to scale to career heights as an employee. I personally plan to specialize in financial management; particularly portfolio management. Training is going to be very important in my career development. Once I have earned some full time job, I hope to enroll for further studies; for more specialized studies. Through studies, accumulated experience and personal development, I trust to see my self scale the heights in a banking career.

New skills play a critical role in career progression. Like indicated in the introduction, we live in dynamic times that require refreshing ones knowledge as often as possible. To grow and develop oneself or to remain relevant in a financial management field one has to be alert and studious. Those who succeed in any industry are people who are able to forecast future organizational needs early enough. Forecasting helps so that an employee may be able to align his or her skills with the future needs. By doing so, an individual becomes indispensable.

Apart from industry knowledge, it is generally advisable to gain knowledge in other areas or fields so as to be an all round individual. For example, after sometime, I would like to learn some new language or learns some creative art or sport. All the new things learnt help in making life exciting which directly influences my career life.

Long Term Career Objective

My long term career objective is to become an entrepreneur i.e. start my own business. At the apex of my career, I plan to switch from being an employee to an employer. Entrepreneurship has for more than a decade been a global buzz word. My desire to be an entrepreneur stems from my knack for creativity and innovation. I cherish creativity and innovation because without those gifts, we remain stagnated as a race. Becoming an entrepreneur and creating a system in which others can self actualize would be very gratifying for me. It will be the highest point in my self realization or actualization.

I hope to create a business empire in the financial sector of the economy. I realize many people would like to save and invest. In the coming years, the culture of saving and tending towards entrepreneurship will be more entrenched. However, not all will be smart enough as to realize how best and where best to invest. The kind of knowledge, experience and skills, which enable an individual to know how best and where best to invest, is developed over a long time.

The years I will spend working in a bank or banks will be critical towards developing skills and experience necessary for an entrepreneurial venture. My fancy is to be able to help people build wealth. Doing something of interest helps in building passion in an individual. Being self employed has many challenges. There are risks and hard decision to be made. Before business picking up and establishing brand resonance, the start up requires a lot of investment and energy in marketing. However, all my working life will be preparation towards the same; thus it should not be extremely challenging finally when I get to it.

Recruitment and Selection

Recruitment is a process that involves identifying and choosing the right candidate to fill a given vacancy (Edenborough 2007, p. 2). Recruitment is the process by which organizations attract, select and retain workers. The aim of recruitment is to avail enough qualified individuals or people into the organization. Sourcing for manpower is critical because without manpower organizational processes are not possible.

Recruitment is the most basic function of any human resource department in an organization. Through proper recruitment procedures, skilled employees are retained in the organization while new talent is identified and brought into the organization. Recruitment is prompted by current or projected labor needs in an organization (Armstrong 2006, 157). Some human resource departments do recruitment directly while others contract external organization or human resource consultants.

Recruitment Procedures

Each organization has its own procedures and policies that guide recruitment. The policies and procedures ought to be in tandem with legal provisions to avoid malpractice that may lead to lawsuits against the firm or a poor reputation (Armstrong 2006, p.10). The policies and procedures also ensure that only qualified candidates are selected. Setting of recruitment policies and procedures is a critical function of the human resource department.

A recruitment policy defines the code of conduct followed by recruiters when recruiting. For example, typical recruitment policy requires recruiters to advertise all available vacancies internally before external advertisement unless warranted by some rationale (Beardwell& Tim 2007, 64). Recruiters are also required to ensure all job applicants are replied to as fast as possible. Proper recruitment policy also aims at ensuring potential candidates are provided with all necessary job details and associated conditions.

Courtesy is stressed and all recruiters are encouraged towards efficiency and effectiveness. Recruitment policies and procedures ensure that all individuals invited for interviews are given fair, thorough and respectful evaluations. There are often claims of discrimination in recruitment. Organizations strive towards avoiding any forms of discrimination by setting good policies and procedures. Sex, age, physical disability or religion should not by any chance disqualify individuals for jobs they can do.

Recruitment Methods

Recruitment methods are largely grouped or characterized into two i.e. traditional recruitment methods and contemporary/internet based recruitment methods (Edenborough 2007, p. 2). Traditional recruitment involves an organization placing advertisements in newspapers or other Medias and allowing prospective candidates to send in their papers. A panel reviews the applications, sieves to identify the right candidates for interview, notifies the candidates for interviews and conducts the interviews. Contemporary recruitment procedures are more holistic as they go beyond traditional procedures to engage candidates in tests and other real activities that would help gauge their suitability.

Companies like KPMG provide a comprehensive recruitment procedure which consists of candidates going through an assessment center. Various activities such as in tray activities, presentations, group work and one on one interview are undertaken. Assessment centers are used because it is the most holistic recruitment method. IBM on its part engages its candidates to a written test, then a technical interview, an HR interview and occasionally group discussions are added to the process. The process is designed so that it determines knowledgeableness, technical competences and general competence.

Recruitment methods can be looked at in terms of external sourcing methods or internal sourcing methods. The external sourcing methods aim at attracting candidates from outside while internal methods tap into skill already existent in an organization. In external recruitment, an organization can do the selection itself or engage the services of an external recruiter or recruitment agency. Internal recruitment often involves posting information internally about availability of a vacancy. External sourcing is more demanding and expensive than internal sourcing. It involves such costs as advertisement, reviewing numerous applications.

Recruitment takes into account three stages. The first stage is identifying or projecting labor needs thus being able to define vacancy requirements. According to Armstrong (2006, p. 164), this involves preparing job descriptions and specifications; deciding terms and conditions of employment. A job description sets out the basic details of the job. It defines the reporting relationships i.e. who reports to the post and whom does the person holding the position report to.

The job description, further, defines the overall objective of the job and the main activities or tasks carried out (Edenborough 2007, p. 90). The job description also spells out clearly any other special requirements or features. For recruitment purposes, information may be provided on the arrangements for training and development and career opportunities.

The job descriptions are advertised with specifications on the kind of person that would fit into the job. The personnel specifications define the educational level, training level and general educational qualifications required. The personnel specifications also outline the experience and personal competences required for proper handling of tasks in the given post.

Once the job description has been defined, ways of attracting potential candidates are devised and engaged. Attracting candidates often happens through advertising vacancy in appropriate media. Attracting candidates requires first reviewing and evaluating alternative sources of applicants. Applicants can be sourced either from inside and out of the organization. Once the right source of applicants has been identified, the human resource department advertises the vacancy on its own or engages the services of agencies and consultants. Primarily, it is a matter of identifying, evaluating and using the most appropriate sources of applicants.

Sometimes vacancies are advertised only to attract few applications. In such like a case, organizations re-evaluate the job description or the targeted source of applicants. If the job was advertised internally and it attracts little or no response, chances are the required skills are not available internally or the terms and conditions are not appealing or good enough. Therefore, lack of enthusiastic response to job advertisement should lead to thorough research to establish what is wrong (Armstrong, 2006, 79).

Organizations do not always advertise job vacancies. For technical or strategic positions, sometimes organizations head hunt the right candidate. Referrals are very important in head hunting. Experience and technical competence requirements often necessitates that organizations employ agencies to head hunt the right candidates. As concerns choice of candidate attraction method, the organization or human resource department considers such factors as cost to be incurred, speed considerations and availability of required potential candidates.

Selection

The last step or stage in recruitment is selection. Selection is the final choosing of employee from the many candidates identified and tested (Edenborough 2007, p. 12). Selection often is done as per a given criterion. The universal criterion is that the candidate who has the best qualities for the job is chosen. This requires that the necessary characteristics of the right candidate be established upfront.

There are many selection methods used in organizations. The most popularly used method is interviewing. Interviews are a powerful tool at the hands of recruiters. It is during an interview that the recruiting officers get a personal encounter with the candidate. It is through interview that the candidate has the opportunity to market what he or she is in terms of character, skills and competencies (Beardwell & Tim 2007. 117).

Therefore, it is only in an interview session that the recruiters get to meet the given individual per se. This goes along way to inform the recruiters such that objectivity is arrived at. To the extent that interviews are properly arranged, organized and carried out, to that extent the employers get the right kind of people who can fit into the organizational goals and objectives. Therefore, issues involving who does the interviews, where and how are crucial in recruitment.

There are different forms or types of interviewing. Interviewing can be done directly or indirectly, individually or in a group, in a structured or unstructured way (Edenborough 2007, p. 206). Interviewing is direct when a candidate and the interviewers meet face to face. Indirect interviewing is done via telephone. A candidate is called and informed of interview time. The interviewer asks the candidate relevant questions and records the candidates answers.

In direct interviewing, the exercise can be individual based or group based. Individual interviews are where a candidate meets with the panel of interviewers alone. Group interviews are where candidates are put in the same place and interview questions put to them as a group.

Most organizations currently use modern methods of selection. The modern selection methods require combination of interviewing with other methods such as tests, assessments, presentations and exercises (Beardwell & Tim 2007, p. 140). Depending on post, practical tests to demonstrate skill are administered. At KPMG tests are done through a candidate being given a case study. If interviewing for a financial or knowledge intensive post, a case study or exercising involving interpretation of information may be employed. Presentations often require candidates to make a presentation on given topics or scenarios. For example, a candidate going for a sales management position will be given a case study so as to demonstrate how he or she is to employ knowledge and experience in delivering on sales targets.

Often, once vacancies have been advertised, recruiters receive numerous applications. Their work is to sift through the numerous applications and identify suitable candidates. The suitable candidates receive invitations for interview while the unsuitable receive only acknowledgement of receipt or regret letters. The applications are evaluated based on the set job needs or requirements. Applications can at times come in at an overwhelming rate. It is at the discretion of the recruiters to choose what to evaluate and when. It follows, therefore, that applicants have to present their applications in an attractive way. Clean or neat, well organized and planned applications are more appealing than others.

Recruitment is not complete until the selected candidates have been informed and invited to sign contracts. A vacancy is only filled once a candidate passes the interviews, tests and assessments and is given an offer letter. The offer letter indicates that the candidate has succeeded in impressing the recruiters and has thus been offered the job. However, the offer letter in itself is not legally binding. The candidate has to sign a contract that stipulates terms and conditions of the offer. Once contract documents have been signed by both parties, the recruitment exercise is considered successfully completed.

Self Evaluation: Psychometric Test Reports

I am confident to succeed in my career plans. My confidence results from how I have been fairing in activities at university as well as the indications on the psychometric test reports. I have developed my capacity through training and experience from previous work. Apart technical knowledge accumulated from class units, I have good working knowledge of Microsoft Word for Windows, Excel Spreadsheets and Internet, which I developed from my previous work and study experience.

The type at work psychometric test report indicates that my preferred work style is coordinator. According to the report coordinator style people tend towards being organized, systematic, responsible and dutiful. Coordinators are principled people who strive for clarity and deliver on their promises. They are generally uncomfortable with uncertainty and tend towards converting whatsoever is uncertain into something more concrete and understood. Coordinators value order and discipline a lot that they have some difficult dealing with change.

The report on my work style is accurate. I am the kind of person who values order and discipline. I like it when people are principled and behave with integrity. Maybe my focus on being right and truthful makes me somehow inattentive to the needs and feelings of others. However, I am generally an individual others do not find very imposing. I have been a very resourceful team member on different activities at the university.

The report goes further to indicate that coordinators find satisfaction in fulfilling duty and responsibility. Work for coordinators is a duty or a responsibility. As a result of their sense of responsibility and duty, they like a disciplined work place and stick to traditional values. Building order through clear structures and systems is what drives coordinators. On the work environment, the report indicates that coordinators like a disciplined and ordered work environment. Such an environment should allow for hands-on work. They have a knack for details and would want to see tangible results from their efforts.

I tend to agree with the report because I find myself as a pretty focused individual. I like to do my work on time and to specifications. I think I would like a job with measurable results at the end of it. At the end of an assignment, it brings a lot of joy if there is some result I can show for the work or effort employed.

I am certain my choice for a career in banking best suits me. The report indicates that coordinators enjoy work that requires tough-minded analysis, and in which one is able to influence. The work also ought to have measurable or quantifiable results or outcomes. A banking career thrives on proper analysis of business data. Financial management as a field requires serious analysis of market trends as to know what is profitable in the long run and in the short run. Coordinators also have a knack for detail which is critical in a banking career. A simple comma in a figure and a big financial mistake is in the offing.

When it comes to working style, coordinators are very disciplined and awesome time managers. They tend towards being conservative. Although the report talks of coordinators not being great initiators, however once convinced of need for change they strongly champion it. Basically, I manage my time well enough. Although I do not fancy any for of recklessness, I appreciate creativity and innovation. Change when properly appropriated makes sense to me as opposed to chaotic change. I therefore fully agree with the report with regard to my working style.

In the university, I have been a member of different teams working on different presentations. In some teams, I have been a team leader while in others, I just played active roles. The psychometric report affirms my leadership tendencies as it indicates that coordinators assume leadership naturally, are outgoing and direct. In relation to others, they normally come out as leaders or people who can be relied on. They easily assume responsibility and take the needs of others as their duty.

The work type report made me convinced that I am best suited for a banking career. The career requires focused and responsible people. It provides systems that rely on clear policies, rules and structures. It is a career that enables one to employ analysis while at the same time realizing tangible results. From previous work experiences gained from university work such as group work and presentations, I feel I am ready for my career.

On verbal reasoning skills my score was 24%. This score indicates that I was only better than 24% of other individuals who had taken the test. Although the test may have had its errors, the low score is generally an indication that I have to work some more on improving my verbal skills.

The report on learning styles indicates that I am an activator. As per the reports description, an activator is geared towards tangible ideas, tends towards practicality as opposed to abstract considerations, is hands- on and works at a fast pace, enjoys interaction and likes things well ordered, wrapped or sealed. The report is a good account of me although I tend to imagine that I am very creative and innovative. But as the report indicates, one possess some qualities form the other learning types.

On the numerical reasoning test, I scored 27%, which is somehow weak but it is to a great extent accurate. I am not very good with complex numerical applications especially when speed and accuracy are required. I would have to improve my numerical skills for a successful career in banking.

Communication

Successful business is only possible with proper communication. Effective and efficient communication in the market is what gives organizations a competitive edge. Organizations need to communicate because brand resonance is only possible through proper market communication. Even internal harmony in any organization is only possible if information is distributed in an efficient and effective way.

Some of the common information distribution methods that are employed in organizations include; verbal communication, formal reports, memos, ad hoc conversations, reporting within organization and peer sharing. The choice of an information distribution method depends largely on who is communicating, to who, when, why, urgency of information, required security or confidentiality level, required storage needs or reference needs, and availability or affordability of means communication.

Communication Styles

There are a number of communication styles employed by individuals. The most popular ones are direct communication, indirect communication and circular communication. Direct communication is where the conveyer of a message is direct and to the point. Clarity and conciseness is often the aim of direct communication. In this style of communication meaning is conveyed explicitly as it is and there is not effort to veil any nuances. At the university, we use direct communication when answering to or doing assignments. Direct communication helps save time and is widely used in formal or official communication. However, between friends, direct communication allows for expression of ones real or raw feelings without having to coat them in any way.

Indirect communication is a style used to hush the brunt of information being delivered. For example, to avoid hurting or embarrassing someone in public, one can use indirect communication style. In indirect communication, one passes a message in a non-direct way thus the message is vague and often subjective in interpretation. Meaning in indirect communication is as implied in the message or what the communication suggests.

Circular communication style is also known as the contextual communication style. In this style, a speaker gives content that aims at portraying a given point. However, he or she does not clearly state the point. It is assumed by the speaker that from the content, the recipient of the information will decipher the main point. The information is delivered in a cyclic way i.e. the information has a locus or a context around which it is organized but it is for the recipient to discern the locus or context and thus get the point. This kind of communication style is used when explaining something or in the context of relationships among buddies.

There are other communication styles but they are depended on direct, indirect and circular style. The idea focused style is where of key interest is the interrelation between ideas and the meaning being portrayed. Idea focused style detaches ideas from feelings thus aiming only at objectivity and calmness. The speaker and receiver are impersonal and all ideas are to be respected. This kind of communication style is used in intellectual discourse where individuals strive for objectivity as opposed to subjectivity.

Communication is a critical aspect of a job search exercise or recruitment exercise. The applicant has to communicate that he or she is the right person for the job and justify why he or she thinks of self as best suited (Edenborough 2007, p. 18). The recruiters have to be able to communicate what they are looking for succinctly. They also need to employ communication tools that will help them understand candidates as accurately as possible.

In most recruitment evaluations, recruiters look into the communications skills of the applicant. It is a fact that an individual who can communicate well is most likely to win a job interview. People who can communicate are trainable. Some jobs like sales are highly depended on communication skills. One can only communicate effectively about a subject if he or she understands the stuff he or she is discussing well enough. Therefore, the candidate who communicates candidly is most likely the most qualified for the job.

The two important documents for a job seeker are a cover letter and Curriculum Vitae. A cover letter is basically an official letter communicating intent or interest in the advertised position. In writing the cover letter and the Curriculum Vitae, direct communication is encouraged. This means that an individual has to be direct and to the point. It often introduces the candidate, expresses interest in the job, informs of how the applicant got to know of the positions availability and clearly outlines why the candidate should be considered.

The cover letter ought to be kept official, brief and neatly organized. Curriculum Vitae (CV) are a powerful document for a job searcher. It helps in introducing applicant before he or she appears to recruiters in person. It is what gives detailed information about the candidate and is often used to judge candidate suitability.

Some job advertisements specify that they do not need Curriculum Vitae but resumes. A resume is a briefer document that covers basically the applicants academic background and skills. Like in the CV, it is important to only include information that would be relevant to the position applied for. While CVs are detailed, resumes are brief and to the point.

One on one or face to face communication skills come handy during direct interviews. In direct interviews, the recruiters meet the client and ask him or her questions. The recruiters listen to what the applicant says but also the non verbal messages he or she communicates (Edenborough 2007, p. 21). The trick with interviews is being able to remain calm, clear, concise, correct and consistent. When answering interview questions, it is good to be clear about what the question seeks to establish. Some question aim at testing applicants knowledge. Others seek to identify applicants competencies while others seek clarification on information provided in the curriculum vitae.

Most often interviewees forget that an interview is supposed to be a dialogue. By not engaging the interviewers, applicants miss an opportunity to interact that would have helped them come out more favorably. As illustrated in sample question and answers on Job Bank USA (1995, p. 1), in answering interview questions, it is advised that one connects or remains relevant to the issue at hand. However, by employing such communication styles like indirect communication one can ably wade against killer questions put across by interviewers. Circular communication style comes in handy when asked open ended questions and the interviewers are not clarifying them well enough.

Conclusion

I am confident as I make myself ready for a career in banking. My confidence stems from the fact that my career plan is vividly clear to me. In the career plan, I was able to set both short terms, mid term and long term career objectives. I was able to outline some of the likely challenge I might face at the work place and how I would counter the same through personal etiquette, technical training and being alert to change.

This paper also covered the different recruitment procedures used in companies such as IBM and KPMG. Further the paper presents a self evaluation and a discussion on communication styles. Having evaluated what happens in recruitment, I feel well prepared to handle recruitment requirements. The self evaluation bolsters my belief that I am well suited for a career in banking. Finally, a discussion on communication styles has helped me reflect more on the kind of communication strategies I need to successfully engage the job market.s

Appendices

Reflective Statement: Assessment Centre Activities

Most organizations use assessment centers in their staff recruitment. The assessment centers offer myriad processes aimed at testing different competencies. Assessment centers often come after interviews but some organizations bring them before interviews. The purpose of the assessment centers is to observe the applicants for a longer period before a final selection. In the assessment centers, a candidate is observed by several assessors for some time as he or she interacts with others or handles given challenges/ tasks.

Assessment centers are taken in high esteem as being most objective or accurate selection method (Edenborough 2007, p. 143). I am also convinced that assessment centers are a more accurate selection method because an individual is observed over a longer period of time unlike in the 20 to 30 minute interviews that would traditionally be allocated to candidates in an interview. I also believe assessment centers are more objective because an individual is given a chance to demonstrate what he or she can do as opposed to just claiming without proof or being doubted from what is said in an interview.

From the assessment center activities done at the university, I realized that one can enjoy the exercise as long as he or she approaches the activities with an open mind and confidence. What is critical is to have the selection criterion in mind. It is not good to act out but as long as what is being looked for is clear and you have it in you, it is not hard to bring it out thus show the best and earn a dream career.

The assessment center activities go beyond mere industry knowledge to assess behavior and competencies. The activities that range from presentations, group work, individual exercises, and interviews are a holistic way of evaluating a candidate. In a way, the different activities help especially candidates who could be tensed. Sometimes due to tension, people blow their interviews. However, when the activities are many and varied the effects of tension are mitigated and one has a superb opportunity of helping assessors understand his or her capability.

In essence Assessment centers can be lots of fun because they involve interaction in social events. In the informal events, a candidate meets various people; employees, assessors and candidates mixed. With an open mind and a positive attitude, one gets the opportunity to learn a lot about many different things especially the organization into which one aspires to work. I realize that the best conduct in search informal events in assessment centers is to be free, respectful to all and of good cheer. It is also good to exercise moderation and guard from any excesses because assessors learn a lot on the candidates during the informal sessions.

Being attentive in assessment centers is very critical. When one is alert, he or she is likely to pick all cues that will lead to success in the assessments. For example, there are informational sessions e.g. when managers or supervisors talk about organization in introduction. Secondly, either an assessor or managers gives a brief overview of goals or aim of assessment center activity. In those information sessions, one can pick exactly what the assessors are looking for and more information about the organization.

Given it is a long exercise with many stages I think remaining focused although is critical. There are different stages and some people loose it when they loose focus along the way. It is easy to forget the bigger picture of why one is at an assessment center. The big picture is proof oneself worthy of the job. The focus thus should be on using own potential or capacities in the different stages or activities as to proof worthy of employment.

Making mistakes in some of the stages is inevitable; however, no mistake is too grave to cost performance in all remaining stages. There could be a temptation of getting disorientated due to a mistake made at some stage. The ability to pull oneself together after a mistake is likely to be more impressive to assessors and even place a candidate far above the rest.

Having experienced assessment center activities at the university, I realized that preparation before going to an assessment centre is critical in determining success. Preparation would include gathering as much information as possible about the organizations. Secondly, it is good to have as much information about the industry as possible; especially recent trends or happenings. It is also good to read widely about the different activities engaged in at different assessment centers.

Reading about the activities helps an individual to prepare psychological as well as intellectually. Reading widely comes in handy in the discussions and presentations. Where role plays are concerned, it is great just to let go of all fears and unleash the best of oneself. Most crucially, it is important to understand the selection criteria. All the activities in the assessment center are aimed at testing a selection criteria related competence.

Reference List

Armstrong, M 2006, A Handbook of Human Resource Management Practice, 8^th Ed, Kogan Page, New York.

Beardwell, J, & Tim, C 2007, Human Resource Management: A Contemporary Approach, 5^th Ed, Financial Times, Prentice Hall, New York.

Edenborough, R 2007, Assessment Methods in Recruitment, Selection & Performance: A Managers Guide to Psychometric Testing, Interviews, Kogan Page, Philadelphia.

Job Bank USA, 1995, Communication Skills Interview Questions, Job Bank USA. Web.

Rose, E 2008, Employment Relations, 3^rd Ed, Financial Times, Prentice Hall, New York.

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