Interview - Source: Microsoft Office Online Clip-art
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Assignment Description:
On Week 3 Forum, post your response to one of the following
items. While you must answer the questions, you don't have to do it in
question-answer format. You can make it a narrative that includes the
answers.
Your answer should be 2-3 paragraphs in length with proper
attention given to spelling and grammar. You can use the textbook and
supplemental reading, but you should also include at least one Internet sites
that provide information on your topic. Once you have submitted your initial
post (by Friday night), read each of your classmates' initial posts and
respond to at least four of them. In your response, provide your comments and
any additional information you might have. Remember to cite your sources.
Directions: Each student must respond to a minimum of four other
students’ threaded discussion postings in a “substantive and meaningful”
manner. Do not simply agree or disagree – provide a quality response that
reflects critical thinking. To foster learning, “professional and
constructive” criticism is encouraged when responding to your classmates.
The weekly discussion questions, to allow time for students to
respond, must be answered by 11:59 p.m. on Sunday of each week. Please see
the discussion evaluation section in the syllabus for detailed expectations
and directions of how your discussion board postings and overall participation
is evaluated.
Reminders: Each student must respond to the weekly questions.
Discussion postings should reflect some new or original information – do not
just regurgitate data or opinion posted by previous students. The quality of
your effort will be considered.
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What is your opinion of
pre-employment screening? How does pre-employment screening affect an
organization? Discuss how pre-employment screening affects the process of
recruiting employees.
Answer:
First, an organization should establish policies, guidelines, and regulations regarding its recruitment practices, especially those that are related to pre-employment screening.
First, an organization should establish policies, guidelines, and regulations regarding its recruitment practices, especially those that are related to pre-employment screening.
Pre-employment screening usually takes four main forms:
1) Character reference checks
2) Completeness and accuracy check of
the resume
3) Confirmation and verification of
educational and professional credentials
4) Check against a passport or some
other government-issued form of identification.
(Calder and Watkins, 2009).
Now that there are web services, companies also use third parties
and also the hiring companies will do their own Google searches on
candidates.
(McCrie, 2007).
Q. What is your opinion of pre-employment
screening?
Answer:
I believe pre-employment it is a vital step in hiring the right candidate. Without this type of screening, employers constantly subject themselves to the risks of hiring inferior candidates that might ot be qualified to fill the position to which they were applying.
I believe pre-employment it is a vital step in hiring the right candidate. Without this type of screening, employers constantly subject themselves to the risks of hiring inferior candidates that might ot be qualified to fill the position to which they were applying.
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This is the questionnaire I created to screen E-Mail
Server Technical Support candidates nearly five years ago:
(Please use as much space as you need to answer these questions.)
(Please use as much space as you need to answer these questions.)
Describe a tough problem you had to troubleshoot on a
production server or production network.
When setting up a mail server in DNS, what is the special
type of record required to define the mail server?
If you have multiple Exchange Servers at a site, within a
single domain, what is required when you replace the first Exchange Server at
this site? (This was more applicable to Exchange 5.5…)
Describe a significant network or computer security issue
you have had to deal with and solve.
What is the highest number of problem tickets you have ever
resolved in a single day?
Besides what is on your resume, what other areas of IT and
career skills do you work on?
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Q. How does pre-employment screening
affect an organization?
Answer:
Pre-employment screen can improve the morale in an organization,
because the employees will know that their new co-workers will be held to a
high standard of being able to pass the pre-employment screening.
Pre-employment also helps an organization my improving the overall
quality of the workforce and helping the security posture of the organization
by reducing the inherent security risks associated with hiring an improperly
vetted employee.
(McCrie, 2007).
Q. Discuss how pre-employment screening affects the process of
recruiting employees.
Answer:
Pre-employment screening makes the process of hiring employees
more efficient and thorough because it means that employees that get screened
and interviewed as finalist candidates have already met rigorous
requirements. It also helps stop the wasting
of the hiring manager’s precious time, because the hiring manager knows that he
or she will only be screening candidates that are worth hiring.
(McCrie, 2007).
References:
Calder, A. and Watkins, S.
(2009). IT Governance: A Manager’s Guide
to Data Security and ISO27001/ISO27002, 4th edition. London, U.K.:
Kogan Page.
McCrie, R. D. (2007).
Security Operations Management, second edition. Burlington, MA: Elsevier.
Whitman, M. E and Mattord,
H. J. (2010). Management of Information Security, third edition: Indianapolis,
IN: Course Technology.
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