Computer Programming
Computer programming position requires technical knowledge and skills. Human resource personnel in charge have to use the best possible mechanism to select the person with the utmost technical abilities as required in that position. The organization is searching for a duteous and technically capable systems analyst to develop and conserve an administration’s computer software and overall computer frame.
Firstly, a corporation needs to have an online presence to increase its pool of potential employees and increase their chances of landing the best candidates for a computer programming position (Raaen & Lauvås, 2018). Using social media is also an essential strategy in tracing the background of potential employees. While looking for all this background information, it is essential to remain focused, avoid distractions, or spend much time on unnecessary information. Professional sites like LinkedIn can also be used for the same purpose of reaching out to potential employees.
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After settling on the preferred number of initial candidates, the next step is evaluation. To gauge the candidates for the role, a résumé and a cover letter will be required. These two documents are not final, but they are essential in knowing the candidate's potential and how they describe their abilities. As Raaen and Lauvås (2018) suggest, I would prefer a mix of traditional and a technological approach for recruitment. I will organize two sets of interviews for potential candidates. The first one will involve a general assessment of personal skills and appearance.
In contrast, the second one will involve a meeting with technical staff members for an in-depth technical interview. The technical interview will gauge the candidates' problem-solving skills and their proficiency in the core programming languages. This plan intends to ensure that the company does not spend extra money and time training new employees.
Customer Relations Officer
The customer relations office requires many sift and relations skills. Handling customers' queries and concerns is challenging work and a significant undertaking when maintaining a proper relationship with their clients. Most importantly, the role of a customer relations officer is changing with time. Gone are the days when they use to pick calls from clients. They should have the skills to communicate effectively with clients and build relationships with them (Petouhoff, 2001).
Key selection measures for this position include a clear and precise job description that offers what the employee will be expected to do. This includes communicating with the customers concerning their experiences with the products and services the company offers. The recruit should be able to advise clients concerning the purchase of the product and services the company offers. The recruit is also expected to have proper listening skills to understand and rewound to the customers' needs adequately. With these requirements, the human resource department can now begin sourcing for the candidates.
An online job advertisement is the most preferred method of reaching many people within a short time. Interested candidates will be rewired to send their resume and cover letter, after which screening will be done to narrow down the potential candidates. The screening will consider the educational background and working experience. The intention is to eliminate the necessity for training. A physical interview will be arranged once the manageable number of applicants is achieved. The interview will be structured to test soft skills, especially communication, negotiation, and problem-solving skills. The candidates will be tasked to respond to specific simulates workplace scenarios to gauge how they will approach customers with difficult issues. The interview will also involve assessing the ethical attitude of the candidates and their patient in handling clients.
References
Petouhoff, N. L., & American Society for Training and Development. (, 2001). Recruiting and retaining call center employees: Eleven case studies from the real world of training . Alexandria, VA: ASTD.
Raaen, K., & Lauvås Jr, P. (2018, August). How companies find and evaluate graduate computer programmers. In Norsk IKT-konferanse for forskning og utdanning .
