Assessment 2:
Interviewing, Selecting
and Induction Staff
BSB6002: Human Resource Management
Students:
Ali Hussain Sarhan: 201101119
Maryam Al-hayke: 201100996
Manar Mohamed: 201100112
Sara Mohamed: 201101209
Class: W01
Group: 3
Tutor Name: Fadhia Khalid
Due Date: 24th of November, 2013
22
PANEL (4 PERSONS) MOCK INTERVIEW
INTERVIEW QUESTIONS FOR POSITION OF SALES REPRESENTATIVE
Opening and General Questions
1
Question: Tell us a bit about yourself, what are your strengths and weaknesses?
Circle appropriate rating
5
4
3
2
1
5 = Excellent 3 = Satisfactory 1 = Very Poor
2
Question: Walk us through your career up to this point.
Circle appropriate rating
5
4
3
5 = Excellent 3 = Satisfactory 1 = Very Poor
1
2
1
Behavioural/Performance Based Questions
3
Competencies: Sales and customer service skills, Communication skills, problem solving skills,
Composed, resilience and goal driven.
Question: Tell us about a time where you had to sell a product to an irritated customer. How
did you over overcome obstacles faced? Was the customer satisfied?
Indicate rating using the benchmarking process below as a guide. Rating may fall between
scale points e.g. 4, if thought appropriate.
5 = Superior
[Clearly state the situation with the irritated customer. Show excellent problem solving skills
by clearly identifying problems faced with the customer, and the state effective steps taken to
solve these problems. Give clear signs of high resilience until the goal has been met and selfcontrol when dealing with the customer. Show effective communication skills used to
communicate with the customer and high caliber sales and customer service techniques used
to successfully complete the sales with the customer, satisfy them and gain their loyalty].
3 = Satisfactory
[State the situation with irritated customer and show average problem solving skills to solve
some of problems he has faced with the customer. The example given shows how the
candidate was resilience until he has achieved his goal and self-controlled when dealing with
the customer. Demonstrate fair communication and sales and customer service skills used
with the customer to sell the product; which was successful to address the customer’s request
and their satisfaction].
1 = Very Poor
[Unable to provide a specific example about dealing with an irritated customer, or the
candidate provided a general example of dealing with a customer. No problems were
mentioned that he dealt with. No clear link was made between the benefit of the product and
customer’s needs. Poor communication and sales skills were demonstrated]
2
4
Competencies: Communication skills, Teamwork skills, Interpersonal and relationship building
skills, problem solving skills.
Question: Walk us through a situation that you found it difficult to work within a group. How
did you overcome the obstacles? Was the team successful in finishing the task?
Indicate rating using the benchmarking process below as a guide. Rating may fall between
scale points eg 4, if thought appropriate.
______5 = Superior
[Candidate provides a thorough description of the group dynamics and the issues faced.
Demonstrate highly effective communication and relationship building efforts used to
communicate with colleagues and create solid working relationships with them. Show
excellent skills in working within the team with others. State effective steps he made to solve
problems and clearly state the impact on his actions on the team’ performance and if the
problems were solved or not]
______3 = Satisfactory
[A brief analysis of the team dynamics he was given. Mention how he created sufficient
working relationships with the team. Show fair level of communication with the other
members and fair level of interpersonal skills used to create sufficient working relationships
with colleagues. Demonstrate fair skills in working within teams with others. State the steps
undertaken to face some of the problems he has faced and how effective this effort were on
the group’s performance]
_____ 1 = Very Poor
[A poor example of the situation was given, or a really narrow and general explanation of a
stable team dynamics was provided. No issues or solutions were described nor their impacts
on the performance mentioned]
3
5
Competencies: problem solving skills, time management and organization skills, Adaptability,
goal driven, sense duty.
Question: Describe us a situation where your manager gave you many tasks at the same time
that it created an overwhelming workload. How did you address them? And what
did you learn from this experience?
Indicate rating using the benchmarking process below as a guide. Rating may fall between
scale points eg 4, if thought appropriate.
______5 = Superior
[Clearly state the type of tasks given and explain why they were overwhelming. Explain
thoroughly how tasks were addressed and highlight effective planning and organization skills
and time management used to do so. Show excellent problem solving skills by explaining
effective solutions used to face problems. Reflect on the overall performance and state what
lessons learnt for this situation and its impact on future performance]
______3 = Satisfactory
[Provide some examples of the tasks given and explain why they were overwhelming.
Demonstration adequate planning and organization skills used to address the tasks and
manage time. Show fair problem solving skills evidence by steps taken to address problems
faced; but were not entirely effective. Fairly State the level of performance and how he/she
has improved from this experience]
_____ 1 = Very Poor
[A general example of tasks was given. No mention of how the tasks were challenging or any
time management planning and organization or problem solving skills were shown. No
apparent impact of the experience on future performance]
4
6:
Competencies: planning and organization skills, creativity, initiative, goal setting, problem
solving.
Question: Give us an example of a new idea that you came up with and implemented. What
were your goals from creating the new idea? Was the idea successful?
Indicate rating using the benchmarking process below as a guide. Rating may fall between
scale points eg 4, if thought appropriate.
______5 = Superior
[Provide an example of a very unique and innovative idea that he came up with. Clearly define
his role in the implementation and demonstrate strong planning used to implement the
project and effective goal setting skills used to specific and valid objectives to the project.
demonstrate excellent problem solving skills shown by identifying the problem that arose and
create effective solution to face them. Showed Illustrate a good understanding of the impact
of the project on the other employees and on the company]
______3 = Satisfactory
[Describe a new idea that he came up with. Mention his role in the implementation process
with Illustration of a satisfactory planning and organization skills used in the implementation
process. Fair problem solving skills were shown by facing some of the problems that arose.
Demonstrate fair effective goals that was set for the idea that he has implemented. Show
Adequate understanding on the effect of the idea on the company]
_____ 1 = Very Poor
[Provide an example of a project that he did not create nor implement by his own. No mention
of problems faced, or decisions taken. Very vague mention on the project’s goals, and impact
of the project was given]
5
Follow on and Closing Questions
7
Question: what are your expectations and things you hope to achieve in the first 6
months of the job?
Circle appropriate rating
5
4
3
2
1
5 = Excellent 3 = Satisfactory 1 = Very Poor
8
Question: why should we hire you to fill this position?
Circle appropriate rating
5
4
3
2
1
5 = Excellent 3 = Satisfactory 1 = Very Poor
All ratings should be transferred to the Decision Matrix for final recommendation
6
PANEL INTERVIEW DECISION MATRIX FOR POSITION OF: Sales Representative
Name of interviewee
Q1
Q2 Q3
Q4
Q5
Q6
Q7
Q8
TOTAL
Philippe Vande Wiele
4.75 3.5
4
4.5
2.3 5
5
3.7
32.75/40
Panel comments (discuss common observations and comments for each question):
Q1:. Mr Vande Wiele demonstrated an excellent preparation and knowledge about the post, which were
interpersonal skills, communication skills and ability to make people trust his work. The candidate
mentioned these particular strengths because they are essential for a sales representative. At the same
time, the examples about his weaknesses were given in a good light, as the examples were how he
always accepts to perform all sort of tasks given and is always willing to take non-traditional approach to
fulfil the tasks assigned. Both of these examples can be as an advantage for the company and for the
post, thus he has turned the cons into pros. The first weakness suggest that he has a high sense of duty
while the second weakness shows his creative thinking. The answer for this question provided a good
first impression about the candidate. Overall, the answer was a strong start for the interview and
deserved 4.75/5
Q2: the candidate’s answer focused on the education level and the amount of experience he has
gained. He gave examples of his education (bachelor of computer science from the university of
Belgium), and companies he worked in across the world (three different companies related to the
software industry in France and the united states. He stated that he has worked as a sales
representative for years and has handled many huge customers’ accounts. He also mentioned that he
has worked in Europe and as well as in the middle east. The later he worked in for about 8 years;
making him an expert in dealing with Arabs. The overall answer was short and condenses, however
more details about the position he has held would have been preferable. Nonetheless, his answer was
not disappointing and did not leave the panel with bad impression and that is why it was scored with
3.8/5
Q3: The candidate gave a clear description of a situation that occurred in his previous position at a
company where he had to deal with a customer who was not pleased with the company's service. He
clearly identified and analysed the problem faced, which was that the customer kept complaining
about the effectiveness of every software the company created to him because the company kept
having troubles with defining the requirement needed; because of communication difficulties with the
customer. This led the company to create multiple software as the company was not sure of the
customers’ needs. The candidate showed effective communication and problem solving when he
analysed the communication barriers and took steps to overcome them by meeting frequently and
regularly with the customer and helping him to clearly identify his requirement. This proved to be
successful because with his communication skills, the candidate was able to understand the customer’s
requests and deal with his complaint. The candidate explained that he kept his effort through all
difficulties until the customer was satisfied even when the customer was complaining about everything;
however, his sales skills were not effective enough to make the customer a long term client and gain his
loyalty since the customer did not deal with the customer again. This means the candidate showed
excellent problem solving skills, communication skills and good level of relicenses and being composed,
as well as good sales skills. Thus, the candidate showed mostly extraordinary standard, while some
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competencies he demonstrated were of less than extraordinary and at an acceptable level, in
accordance to the benchmarks provided. Thus, the grade was given was 4/5.
Q4: The candidate stated the overall situation with a team he had to work in when he was working for
a French company that provides software solution to industrial companies. He thoroughly described the
group dynamics as the people who he had to work with had more experience and knowledge about
industrial companies than he had at that time; thus they refused to listen to his suggestions when they
had to sell a product to a huge industrial company. He showed excellent problem solving skills in
understanding the problem and convincing a solution by himself; which included him using his effective
communication and relationship building skills by meeting each teammate individually. This created
effective functional and professional relationship with other team members, which led them to finally
accepting him as a peer. The decision he has made effectively led to the group finishing the tasks
successfully. Furthermore, the candidate showed how he was able, after sorting out all problems to
work effectively within the team until they have achieved the gaols. The candidate explained that he
became better at understanding group dynamics and dealing with different personalities. Therefore, this
answer clearly indicates the effectiveness of communication, teamwork, problem solving,
interpersonal/relationship building skills that the candidate has. The candidate answer to this question
was extraordinary by the benchmark standard thus it was given a 5/5.
Q5: the candidate explained the situation clearly where the candidate’s the company was taking a new
approach in increasing sales; which led his manager to give him more customers to meet with each
week while the candidate still had to carry out the rest of his duties. He explained that the huge number
of meetings was overwhelming that it affected the effectiveness of his prospecting. The candidate
showed weak planning, organization and time management skills used to address the tasks effectively
and average problems solving skills; as his solution was to reduce the amount of each meeting. This
enabled the candidate to carry out all his task and meet all customers, but it also created troubles in
understanding the customers’ requests and deal with them which led to some customers’
dissatisfaction. However, he did state that he kept focusing on each task as much as possible and did
not neglect any of his meetings. Therefore, the candidate showed poor to average planning,
organization and time management skills, and good sense of duty, composed and being goal driven to
achieve his aims; which makes the answer satisfactory and with a score of 2.0/5.
Q6: An excellent example of very innovative idea was given. The candidate illustrates the idea he came
up with in one of the companies he worked for in Silicon Valley, which was creating and using effective
visual methods only to express sales techniques and completely abandoning text in presentations. He
showed excellent problem solving used to overcome the problems faced, as the other sales
representatives preferred the traditional approach of sales. His effective solution was meeting with all
the sales department employees and demonstrating how his new visual approach to selling the product
to customers was more effective than the traditional approach. The candidate was clearly enthusiastic
about this idea, which he was successful in selling it since it was eventually implemented by the sales
manager for the whole sales department. The candidate has also explained how his creative thinking of
this idea let to more effective output from the co-workers that used his method, and from the sales
department as a whole. Therefore, the whole example has reflected his high level of creative thinking,
8
excellent problem solving and decision making skills, and has showed how he is goal driven and
resilience; which result in his answer being outstanding answer to this question and deserving for a 5/5.
Q7: Good formulated answer. His expectations were linked to techno-ware and the post; as he expects
good working environment where he can enhance his sales skills and career development opportunities.
He mentioned some of the goals that will eventually improve the sales department, thus the whole
company after all. He stated that he aims to hit all sales targets and develop positive impact on the
company by bringing new sales approaches from the different international companies he worked in.
the answers where showed interest in development and being effective on the tasks and the candidate
stated with this answer his suitability for the company. Thus, the answer was very good and it This
answer enhanced the positive opinion of the panel about the candidate and making the score 5/5.
Q8: The candidate showed a little hesitation in answering this question; however he quickly was able to
list reasons why he is different from other candidates and why he will be beneficial for the company. He
focused on skills and abilities that he knows are important for the post. He focused more on his
excellent skills (communication and interpersonal) and abilities (composed and goal driven) and placed
less emphasis on his experience. This shows that he is able to sell and differentiate himself from others;
because he did not list of his experiences but rather he listed his skills that were essential for the post.
Overall, it was a good answer that deserved a 4/5 and a good way to conclude the questions.
Overall (e.g. how confident was the candidate)
Overall, the candidate was very confident throughout the interview and was not intimidated of the
panel. He has made good eye contact and showed good body language while answering the questions.
The candidate attended the interview with professional attire that is suitable for a sales representative.
He was very charismatic and did not loss the panel attention during the interview while he was
answering. With each passing question, it is notable that the candidate increased the basing of his
answer; this however, did not prevent the panel from understanding and assessing his answers. It also
noticeable that he was a bit talkative in some of his answers. Throughout the interview, he has
maintained a professional and a respectable attitude in his interaction with the panel members. His tone
and base varied to suit his answers, and he used excellent professional English in his speech.
Throughout his answers he showed excitement toward joining a successful company as well as at the
end of the interview when he started to ask questions mostly related to the company's vision and plans
in near future. Albeit he soon started to ask questions regarding the size of department and the clients;
but this was mostly due to his excitement.
Recommendation (Hire or Not and WHY) :
Based on the information presented by Mr. Philippe Vande welie during the interview and his overall
performance in that interview that made him score 32.75/40, it is recommended to for Mr. Philippe
vande wiele to move to the next phase of induction. From the observation of the panel during the
interview about Philippe Vande welie, it was found that Mr. Philippe is suitable for the post of a sales
9
representative at Techno-ware.
- Firstly, he is highly qualified for the post, having a degree in computer science and a degree in
sales from the University of Belgium. His years of experience as a sales representative are highly
desirable and his overall working experience is 8 years in Europe and in the Middle East indicates
his ability to work with different individuals from different backgrounds. This indicates that the
candidate is qualified and has the necessary experience for this post as indicated in the attached
person’s specification.
- Secondly, he has demonstrated deep knowledge in using professional English and more
importantly he has shown good of sales and customer service skills that enable him to sell
products effectively. He has also demonstrated high-level wide pool of key skills needed for the
post. He has showed excellent communication from the example provided and the how effective
he was in communicating his ideas to the panel members with clarify and cohesiveness. He also
was able to establish a connection with each panel members, thus indicating exceptional
interpersonal skills, which also shows from his examples of situation with customers and other
co-workers. Furthermore, he has shown signs of good teamwork skills to work effectively with
different individuals. Moreover, it is proven that he has excellent problem solving shown on how
he analysed and addressed all problems faced in the examples of situations he faced in his
career. However, he seems to be less skilful in planning and organization; which can be
improved by training and will not affect his ability to carry out the task assigned. Thus, Mr.
Philippe also has the excellent pool skills and the necessary knowledge needed to for this post.
-
Mr. Philippe has showed the characteristics and attitude of sales representatives. He has a
professional appearance and behaviour, which is important since techno-ware deals with other
companies as clients, thus high professionalism is required. He is very confidence, yet, not
arrogant; which is especially shown when he talked about the project he created. He is very
creative, shown on how he did not limit himself with the traditional methods of sales and
created new visual ways to sell the products. He is friendly, yet professional, and charismatic to a
degree that kept the panel interested on what he was saying. Moreover, he has sense of
direction that is shown from his career progressions and his expectations from the post; which
means he is more likely to be successful. This ability is extremely useful in dealing with customers
and establishing strong relationship with them. The above indicates that the candidate is also fit,
personality and attitude wise, to hold this post.
-
In addition to all that, his own strengths will benefit the company and his weaknesses are
controllable. One of his strengths being his ability to connect with people easily (interpersonal
skills), and make people trust him; while he still keep within the boundaries of honesty. These
strengths will be extremely useful in building relationships with customers, and with other
colleagues. On the other hand, his weakness that he accepts all type of tasks and always pushing
to carry tasks outside of the traditional methods. While these may create inefficiency and waste
time and energy; if he is trained well on them, he will be able to decide which tasks he can carry,
and he thinking outside the box will enhance his own creativity, as well as his co-workers.
Overall, Mr. Philippe vande weile is qualified, experienced enough for this post, and has the necessary
competency for it; thus he is very well rounded candidate. However, for the sake of further assessment,
the candidate is to move to the next step in the selection process; which is background and reference
check. However, if his performance in the interview is an indication to his performance; then it is safe
to say that Mr. Philippe vande weile is fully capable of filling the post of sales representatives and
carrying out the tasks.
10
ANALYSIS OF PANEL INTERVIEWING METHOD
Advantages of using panel interviews
Disadvantages of using panel interview
Accuracy: Panel interview enables the company
to assess candidates in details because there
are more than one interviewer who ask
questions rather than only one. Thus the
questions will be much diversified and the
candidate will be assessed on different areas
and thus provide a wide pool of information to
be used when assessing the candidate (ChrikHR,
n.d). Moreover, all members will use the same
set of questions and criteria to assess the
candidate and no member can change these
criteria; which will ensure fairness in assessing
all candidates. At the same time, while one
member focus on asking questions the other
members can focus on writing notes and others
can focus on the body language; which will
result in a complete candidates’ assessment.
(mbrandt, 2010). This way, the candidate will be
assessed accurately, and the selection decision
will be more informed; leading to better result
of the selection process.
Intimidating settings: due to its nature, panel
interviews make some candidates intimidated by
the number of interviewers and create a feeling of
“me VS. Them” to the candidate. This will be
amplified when the panel starts asking questions
continuously and candidates always think that
they must impress all members of the panel. All of
this, will pressure the candidates; resulting in
some candidates not performing with their true
potential, and might start giving short or
unrelated answers to the questions. This will
endanger the company of eliminating , as some
good candidates might be eliminated due to them
being nervous; which can result in less effective
personnel’ selection (mbrandt, 2010).
Faster process: the panel interviewers can
reduce the time needed for the selection
process significantly. This is because the
candidate is technically having a set of
interviews at the same time. Thus, instead of
scheduling different interviews, by simply
having a panel from the different department
that must assess the candidate, the time will be
saved clearly. At the same time the results will
be not affected as the candidate will still be
assessed on the necessary requirement. This
will also reduce the time span of the selection
process. Thus, the company will hire candidates
more quickly to fill the post; which is vital if
the company in need to fill the post urgently
(mbrandt, 2010).
Required preparation: panel interviews require
preparation. Where the company must sacrifice
time on gathering the panel members, as it is not
as easy as tasking one employee to conduct the
interview (ChrickHR, n.d). Furthermore, the panel
members need time to organize the questions and
their roles in the interview. Moreover, because
multiple employees are needed to form the panel,
these employees will not be able to perform their
regular tasks; which can cause a loss for the
company and clog the workflows. Therefore, the
company must sacrifice time and money in order
to conduct a successful panel interview. In some
cases, the company cannot afford to waste time
and money on panel interviews, as candidates are
needed to be hired quickly; which will make this a
huge setback. This might lead the company to
rush the preparation process, which will hurt the
reliability of the assessment made based on the
interview (HRnasty, 2010).
11
Assessing candidate on stress handling: panel
interviews provide the opportunity to assess
the candidates on how well they can handle
pressure. This is due to the panel interview
eliminating comfort as it is less comfortable to
deal with multiple interviewers rather than one.
This will take the candidate from their comfort
zone and enable the panel to see if the
candidate can handle being put in stressful
situations; which will likely happen in case they
are hired. Thus, the panel will reach to a more
informative decision that will protect the
company from the risk of selecting an employee
who cannot function under pressure (Mbrandt,
2010).
Limited timeframe: Panel interviewers are
structured and planned beforehand. This means
that the interview has a limited period allowed for
the panel to ask questions and assess the
candidate.
Especially since that, there are
different members who all have questions they
want to assess the candidate based on them.
Therefore, not all members might be able to ask
all questions they need to assess the candidate.
This can lead to less in-depth assessment of the
candidates, which will further make the selection
process harder. At the same time, the limited
timeframe will affect the candidates answer, as
the panel might interrupt the candidate while
answering so that the interview does not go over
the time limit. Thus, the quality and the quantity
of information gathered will be negatively
affected. Because of this, the panel can make the
wrong decision, since they do not have sufficient
information to make insightful decision
(HRnasty,n.d).
Panel members domination:
Opinionated or
experienced panel’s members can cause problems and
lead to making the wrong hiring decision. This is
because they might force their own judgment on the
other less experienced members and refuse others
judgments about the candidates. Moreover, other
members of the panel might feel intimidated by
opinionated members, that they do not offer honest
opinion about the candidate and simply follow what
the others members think (Mbrandt, 2010).
Therefore, this can result in selecting unsuitable
candidate for the post and eliminating better
candidates; which will be harmful for the company in
future.
Sources:
-
ChrickHR. (n.d.). Benefits and drawbacks of panel interview. Retrieved from:
http://www.chirkhr.com/panel-interviews/
-
HRnasty. (2010). How candidates can benefit from panel interview. Retrieved from:
http://www.hrnasty.com/how-candidates-can-make-the-panel-interview-work-in-their-favor/
-
Mbrandt.(2010). Pros and cons of Panel interview. Retrieved
from:http://www.brightmove.com/blog_details/pros-and-cons-of-the-panel-interview-1041
12
Reflect on the experience of your group using panel interviews. Describe what you
learned.
- The task:
This assessment required the team to conduct a MOCK interview with an applicant as a simulation to how
personnel are selected. The group was given an assigned candidate to be interviewed. The task demanded
that the team prepare eight questions, 4 in which are behavioral based questions; these also require
benchmarks to be used effectively. The preparation process started two weeks prior to the date of the
interview, where each member wrote a list of 8 questions including opening questions, behavioral questions
with their benchmarks and closing questions. Then, out of the questions’ pool, the most effective questions
were selected that accurately assess candidates according to the competencies a Sales representative. This
process was very stressful because the team decided that each member prepares the whole set of questions
rather than splitting the questions amongst the members. This was done in order to allow the team to have a
wide range of quality questions to choose from rather than limiting the questions selection to a small pool.
Furthermore, the team was worried and nervous about the performance in the interview, since none of
members was an interviewer before. Thus, to ensure optimal performance, a research was conducted about
panel interviews. The research included how to start and close the interview, how questions can be asked
effectively, how notes should be taken and the sitting plans to make the candidate more comfortable. These
details have improved the team’s confidence and made the group prepared to conduct the interview.
- The results:
The interview went generally well and for the most part, the team was able to deal with the candidate and
was successful in gathering the needed information. The team was able to ask all questions, give the
candidate time to answer them, and allow the candidate to ask questions to conclude the interview. After
the interview, all the notes, observations and the members’ opinions were compared in order to assess the
candidate and make a final judgment as soon as possible; before forgetting an important information or
forgetting the overall impression. Thus, the team was able to accurately assess the candidate; meaning that
the task has been successfully fulfilled.
- Problem faced:
Despite the results being positive, the group faced some difficulties during the interview. The note taking
process was a bit challenging; especially for a first time experience, as each member had to multi-task and
take effective useful notes while, the same time, effectively listen to the interviewee's answer, link them to
the benchmark and maintain eye contact. Therefore, in order to ease this process, the members decided to
split the tasks. Two members focused on listening to the candidate's answers while the other two focused on
notes taking.
Another problem that was faced is that inability of the panel to control of the whole interview. The panel lost
the control when the candidate was given the chance to ask questions. The candidate was asking many
questions at a rapid base, some questions should not be answered in an interview such as the amount of the
last year’s sales. While the team was decaling to give an answer at first, the members soon started to answer
all the candidate’s question, whether appropriate or not. The only solution was to stop the candidate by
concluding the whole interview. To avoid this problem, the members’ should have conducted a training
session with each other before the actual interview to practice on how to deal with inappropriate questions
and what questions should be answered.
-Lesson learnt:
Conducting a mock interview was a very educational experience, and as such many lessons were learnt.
-
One of the benefits of this experience is that the team is aware of the importance of many skills, and
the members improved them by having this experience. Teamwork skills are one of them. As a group,
all members had to co-operate to achieve the overall goal rather than work individually, starting from
the preparation process and in the interview itself; as explained above about the task division during
the interview. The team members also learnt how to give constructive feedback, support and
13
motivate each other; as these thing was done often while carry out the task. Consequently, the
members improved their communicate; as the team communicate with each other, and at the same
time the team had to learn how to transfer written information (the required competencies) to
written questions (written communication) and how to communicate them to the candidate during
the interview (oral communication). Other skills that have improved are the analytical skills; when the
members had to analyse the competencies needed to be measured and then be creative by creating
questions that will measure these competencies. The team also practiced the analytical skills by
analysing the candidates’ answer and his gestures such as body language and eye contact.
Furthermore, conducting a mock interview showed how the planning and organizational and time
management skills are important. Mainly because the time had to be organized and managed to
control the interview and fit it in 20 minutes. The team was successful in doing so as all questions
were answered; while still give the candidate chance for his questions.
-
Although the members were taught during this course about interview as selection method,
conducting actual interview enabled the team members to better understand the reliability, the
benefit and drawbacks of using panel interviews for hiring personnel. The candidates also gained
practical knowledge of interviewing. The members also learnt how to both create and understand
benchmarks, and how to evaluate candidate based on these benchmarks. This will be helpful for the
members, as they know how to understand the benchmarks of tasks they are given to finishing them
effectively.
-
the mock interview gave the team members a scoop of future because at some point of their careers,
all members will be interviewed for a job. Thus, this experience was a good chance to learn about the
circumstances and the settings of panel interviews; which will enable the members from
understanding the mentality of the interviewers and how they assess candidate. This means that the
members know what is necessary to prepare for and how to deal with questions to receive a positive
assessment; which can bring them one step closer to be selected for hiring.
-
The members also learnt the importance of being confidence to make decisions and to control the
task. This was shown when the candidate started asking questions some of which were inappropriate
and usually should not be answered. The members felt intimated by the inductee; and thus the
control over the interview shifted from the panel to the candidate. This represents a valuable lesson,
which is to not be intimated by obstacles faced, or questions asked in any assessment. The members
also learnt that one must take charge and control over the tasks given to him and not let the task
control him/her in order to produce the best possible output.
1) To sum up, despite the difficulties, it was a meaningful and interesting experience. It is safe to say that the
performance was good considering that it is the first time for the group to conduct such interview. The team
learnt valuable lessons which improved the members’ skills and knowledge and will benefit the team in the
future, whether in the academic life or in the career.
14
INDUCTION PROGRAM FOR POSITION OF: sales representative.
DATE: 24 /11 /2013
Day 1 (24th of November, 2013)
Day will aim to induct all employees with topics that relates to the company in general.
TOPIC & TIME
CONDUCTED BY
HOW
OTHER/FOLLOW UP
Method: Presentation & video
Greeting and
Company
Overview
Mr Ali
Mohammed, The
CEO
Time: 9:00 am –
9:30 am
Officially, greet the inductees and welcoming
them to the organization.
Providing basic information about the
company's overview that covers:
 Brief background of the company ( playing
a five minute video that shows a timeline
of
the
company's
success
and
achievements since the establishment).
 Organizational objective.
 Organizational culture and philosophy.
 Mission, vision & values.
 Company size and growth.
-
Organizational
structure
9:30 am 10:00am
Ms Mariam Al
hayki
The HR, Manager
Having the CEO welcome the inductees will
make them feel valued because one of the
most important figures of the company is
welcoming them.
Method: presentation
The HR representative will present to the
inductees and introduce them to:
- The organizational break down
- The different department
- The chain of command
- The HR will introduce the head of the
departments to the inductee.
The inductees will go through this step in order to
inform them on who is responsible for what and
how the company, as a whole, function. It is also
important so that they know who they should go
to when they have a specific issue.
None
15
Feedback:
Email
After one month of
the induction, an
email will be sent to
ask the employees
whether they find
difficulties
in
contacting
or
reaching or which
employee to go to for
certain tasks and
issues
Ms Mariam Al
hayki
The HR, Manager
Organizational
rules and
procedures
Time: 10:00 am
– 11:00 am
Method: Presentation & handbook
The HR manager will conduct a presentation to:
- Explain the company's rules and procedures
regarding different areas:
 Employee conduct (dress code,
relationship with supervisors and
colleagues, employee behaviour,
harassment policy).
 Attendance (punctuality, working
hours, working overtime,)
 Substance Abuse (drug and alcohol
procedures).
 Absence ( time off, filling sick
leaves and maternity leave)
 Health insurance.
 Filing for complaint.
- Explain the consequences and the penalties
for not respecting the company's rules and
policies such as: warning and employee
termination.
-
Inductees will be given a handbook that
contains detailed information about all the
organizational rules and procedures that will
enable them to use it for future reference
when they need information about a
particular rule of procedure, because it is
unrealistic to expect the candidate to
understand and memorize all the rules and
procedures by heart.
-
The inductees were introduce to the
organizational rules and procedures as part of
their induction because it is important for
them to know the rules they must follow and
what penalties they will suffer if they break
the rules. Or else, they might break some
rules unknowingly.
16
Feedback: meeting
The HR manager will
have a group meeting
one month after the
induction with the
inductees to discuss
these
rules
and
procedures
and
answer all questions
inductees may have
about them. Thus,
the HR manager will
be able to clear about
this matter and the
company can be
insured that the
inductees understood
the
Organizational
rules and procedures
Method: Tour
-
the inductees will be taken on a tour around
the company to:

Amenities,
health and
safety and
security
HR representative
Time: 11:00
am- 11:30 am
Break and
lunch (11:30 am
- 12:30 pm)
None
show the location the location of the
faculties (the toilets, the cafeteria,
the meeting rooms, sick room, the
smoking areas, first aid kit, and
emergency exits).
explain the safety measurements of
using facilities, including:
 emergency plans,
 usage of kitchen equipment while
maintain Safety measurements
 the usage of fire extinguisher and
fire alarm in case of an emergency.
informing inductees about health and safety is
important to enable them to follow these rules to
maintain their safety while in the company and
know how to react in case of an emergency.
A break is fitting at this time, so that the
inductees can have a time to rest and have some
time to in order to focus on the rest of the
induction and not have an information overload.
For a Muslim inductees, this time will also be
suitable for him/her to pray.
Method: Training Session
-
Stationery and
job necessities
training
Time: 12:30 pm
to 1:00 pm
Ms. Sara
Mohammed, the
Corporate
Assistant
Conducting a training session to practically
show the employees:
 How to use basic equipment necessary
for all posts; such as fax machines,
printers.
 How to access the desktops, the
company's email and explanation on
the company intranet,
 How to request office stationary
Because all of these are practical skills, it is better
for the inductee to see how to use these
equipment first hand in a training session with the
corporate assistant; a person who constantly use
17
None
None
Feedback Email: The
assistant will send
emails to ask the new
inductees if they are
finding any problem
with
using
the
equipment listed one
week
after
the
induction, in case
they have problems
the assistant will
meet that inductee
and show him/her
first-hand how to use
that
piece
of
equipment
again.
these equipment on her line of work. This is done
so that the company make sure that the
employee can actually use all these equipment.
Because giving him hand-outs or having normal
meeting are not suitable for practical skills.
The inductees will
also be asked to
email the assistant at
any time about their
inquiries
regarding
the
equipment
operation.
Method: Meeting
-
Compensation
& Completion
of HR
documentation
Closed meeting is conducted with each
inductee to discuss:
 The inductee's payroll, salary and
compensations.
 Personal data and records (health
record, personal information such as
the CPR and marital status)
 Benefits package.
HR representative
None
A closed meeting is highly required to discuss such
information due to them being very personal and
no other employee without a relation to the
matter should know about them. Thus, a closed
meeting will ensure privacy. Furthermore, it is
important for the company to have accurate
information about the employees and the
employees must be clear in the terms of their
payments in order to avoid future problems.
Time: 1:00 pm2:00 pm
End of Day one
Day 2 (25th of November, 2013)
Day two will focus on inducting the employee on departmental level.
Feedback:
Job’s
Responsibilities
and
Expectations
Time: 9:00 am 10:00 am.
Method: Meeting
HR representatives
Observation: After
HR representatives will each with the the
induction
inductee of each department and discuss:
conclusion,
the
 The purpose of the post.
manager's assistant
 The responsibilities and duties of each department
assigned for each post.
will observe the
 The
expected
quality
of
employees
during
performance.
18

-
The importance of the inductees' the working hours.
post to the organization.
The purpose is to see
how each employee
This is a very important step in new is carrying out tasks
employees induction because this step will and if he/she truly
enable the candidates
to know and
understand what is
understand their tasks; thus promoting them
required.
to be successful at their job
Meeting
and
performance
appraisals: After one
month
of
the
induction, meeting
will be conducted
with each employees
to discuss the tasks
and duties assigned
and the manager will
give feedback on the
performance.
Therefore, it will be
confirmed if the new
employee
has
understood his/her
duties or not, and
take any necessary
measurements
in
case
the
new
employee
is
confused about his
duties in order to
improve
the
performance.
Software
specifications
10:00a.m-10:30
a.m
Research
and Method: Meeting
development
The inductee will meet with the new sales
representative
representatives of the new inductees to:
- discuss how the software provided by the
company function.
- Specification and benefits of the software
- process of customizing one under customers’
requests.
19
Feedback: Meeting:
the research and
development
representative will
meet
with
the
employee 2 months
after the induction in
order
for
the
This is a very important part of inducting new
sales representatives as they must gain
knowledge about the products provided by the
company in order for the representatives to be
able to carry out one of their most important
tasks; sell the software to customers.
representative
to
answer the employee
questions regarding
the
products’
specification.
Follow-up:
email
Furthermore, the R &
D department will
send emails to the
sales representatives
informing when new
software or new
specifications
available
Method: Meeting
-
Departments
Overview
10:30 am -11:00
am
All Departments'
Managers
Each department manager will meet with his
own department inductees and discuss with
them:
 The aims of the department and its
mission and vision.
 The nature of the work environment
in the department (the relationship
between
employees
and
the
relationship between employees and
managers)
 The importance of the department
activities in the overall success of the
organization.
None
Method: Tour
Employees
Introduction
Time: 11:00 am
– 11:30 am
All Departments'
Managers
Each department manager will take his own
employees in a tour around the department
in order to:
 Personally introducing them to and all
employees in the department and
their position in the organization.
 Showing each employee the location
of his office.
It is important for the inductees to know the
people who are to work with him/her and be
20
None
familiar with them in order to feel conformable
in the department.
Break and
lunch (11:30 am
- 12:30 pm)
None
Just as the break in the first day; A break is fitting
at this time, to enable the inductees to rest so
they can focus on the rest of the induction and
avoid giving them information overload. For
Muslim inductees, this time will also be suitable
for him/her to pray.
None
Method: meeting and handbooks
Each representative will meet and discuss the
following with the new inductees of his
department:
-
Department
rulers and
workflows.
Representative
from each
department.
12:30 pm- 1:30
Training and
development
opportunities
Time: 1:30 pm –
Representative
from each
department
Certain procedures and work flow in each
department such as:
1) deadlines,
2) submitting reports,
3) scheduling meetings with the
supervisor
4) the department workflow (how the
work
is
done
within
the
department).
5) handling customers complaint.
6) Feedback
and
performance
appraisals
- Certain codes of each department such as
the customer code of conduct for the sales
department.
- A handbook will be given to the inductees
with their department’s specific rules and
workflows so they can use the handbook for
future references when they need more
information about a specific rule or workflow.
This step is done in order to for the inductees to
better understand their department and how the
work is done there in order to enable them to do
their tasks successfully.
Method: Presentation (PowerPoint slides) and
hand-outs
A representative of each department will meet
with the inductees of his/her department to:
21
Feedback: meeting
meeting
will
conducted by each
department
representatives
2
weeks
after
induction to inquire
about
their
questions
about
these
rules
and
answer them in order
to make sure the
inductees are clear
on the rules and
workflow of their
department.
None
2:00 pm
-
inform the inductees about any future
training required for the department and
his/her position including the length and
material to be covered.
-
Inform the inductees about the available
training program for personal development.
-
Explain to the inductees the career
development opportunities in the company
such as career promotions.
This step was included in the induction in order to
give the inductee a clear view of their future in
the company; which will enhance their feeling of
belongings.
End of Induction
22
Training program for: sales representative.
Proposed Training –
What training is
needed?
1. Oral
communication
Training
Trainees: All sales
representatives.
Business Need Solved – How
will the training help the
company
Time-Line
How will training occur and
what resources will be
needed
Techno-ware is dealing with
business-based
customers
where sales representatives’
first gateway to customers is
through sales calls and then
sales meetings. Thus, this
course aims to increase the
company’s sales by enhancing
the
effectiveness
and
efficiency
of
sales
representatives’
oral
communication to make them
able to schedule meetings
through
phone
calls
(telesales) or during sales
meetings in any timeframe
available. This will be
beneficial because companies
receive many sales-related
offers per day and thus set
limited for each sales callas
and meeting. The sales
Duration: 20th Mars to April- Method: coaching
20th, 2013.
Resources needed: wellEach coaching session will be equipped
conformance
from 10:00 a.m-12:00 p.m in room with enough capacity
each working day
to fit the total number of
trainees.
The program will last for one
month during the working All trainees will be trained in
hours in order to enable the the normal working hours
coach to observe the trainees where the coach will be
in their actual line of work and present when they are
coach them to improve it. The making sales calls to the
one month period is suitable customer. The company will
because it allows for the hire
an
expert
in
trainees to use the coach in communication to act as the
order to receive feedback mentor for the trainees. The
from him/her about their coach will meet with
communication however it is trainees in the conference
not too long for them to get room and will explain to
used the constant existence of them
a
certain
oral
a coach and thus do not rely communication techniques.
22
Expected outcome –
immediate and long term
Evaluation:
In order to make sure that the
trainee have benefited from
the training, the sales manager
will observe the trainees in
their line of work to see how
efficient sales representatives
are on telesales, and how
effective
they
are
on
scheduling meetings with the
customer through phone calls.
The sales manager will then
give performance appraisals to
enable
the
sales
representatives to further
improve
their
oral
communication. Feedback of
the trainees themselves will be
collected on how efficient and
effective they think they have
become in delivering their
representatives must use this
time both effectively and
efficiently in order to attract
customers
before
the
competitors.
Thus, it is
important that the company
train the sales representatives
on oral communication skill,
even
though
effective
communication
is
a
requirement,
in order to
enhance their skills and thus
gain the advantage over
competitors.
too
much
on
him.
Furthermore, 2 hours of
coaching is suitable as it does
not distract the trainees from
their other tasks they must
carry out; while still provide
enough time for the coach to
train them.
1
Then they will have a roleplay to show them how to
increase the effectiveness of
their oral communication
during
meetings
with
customers. Then, the coach
will observe the sales
representatives while they
communicate orally with the
customers, by phone to set
meetings and give them
feedback and advices on
how the trainees can deliver
their point more effectively
and efficiently in order to
decrease the time they
spend on each sales calls and
increase the number of sales
meeting scheduled.
points when calling or meeting
the customers.
The coach will direct the
learning but he will not give
the trainees the actual
solution to improve their
communication but rather
guide them in that way. This
is done so that trainees will
be able to deal with
customers and reflect on the
Long-term: after practicing the
techniques learnt from the
training program, the trainees
are expected to be expert on
oral communication. They are
also expected to be able to
communicate their points to
customers at any time and
place they interact with each
Immediate outcome:
After
finishing this course, all
trainees are expected to be
able to schedule a meeting
with clients in a 3 minute
phone call. They are also
expected to be able to
conclude
sales
meetings
successfully regardless of the
timeframe;
with
basic
preparation for the meeting is
needed. Thus, the efficiency of
sales representatives in sales
calls and meeting will increase;
while they still be effective in
their results.
quality
of
their
communication without the
need to relay on the coach
all the time.
2
other in. They will also gain
adaptability to situations and
will need little to no
preparation to communicate
orally with customers, in sales
calls or in meetings.
Proposed
Training –
What
training is
needed?
2. Customer
service:
Effective
Dealing with
customer
complaint.
Business Need Solved – How will
the training help the company
Time Line
How will training occur and
what resources will be
needed
All sales, representatives no matter
how experienced they are should
be constantly trained on customer
service because there are always
new methods and approaches to
deal with customers; especially
since the nature of relationships
with
customers
and
their
preference are always on constant
change. The program will aim to
enhance the level of customer
service skills of all sales
representatives at Techno-ware in
order
to
increase
their
effectiveness in dealing with
customer complaint; which will
lead to customer satisfaction and
customer loyalty. Thus, This
training program will help the
company to gain a competitive
advantage in Bahraini software
industry in terms of th quality of
services.
Duration: from 1st of October to the 15th Training method: class
of November 2013
room instruction.
Resources needed: The
Days: This course will take place in the classes will take place in a
span of 6 weeks as a series of offsite well-equipped class room
workshops in each Monday
2 a.m- 4 that contains projector, a
p.m
board and other education
necessities.
Each workshop will run for 2 hours so the The training course will be
content can be fully explored and at the using the class room
same time, not drag the session for too instruction method where
long; so that trainees do not get tired or the company will hire an
frustrated. The time will be afternoon expert in customer service
because so it does not run late until night to act as the instructor and
to not exhaust trainees. Furthermore, the this training program will
days of class will be in the middle of the take place in a class room.
week were trainers are still not exhausted The course will educate the
by their activities and has relatively just trainees on how to deal
finished their weekend.
with different type of
customers’
personalities,
The workshops will take place in the
how to understand and
working days because asking trainees to
analyze
customers’
take classes in their off days, even with
complaint, how to be
giving
them
compensation,
will
effective and efficient in
demotivate them and make them less
dealing
with
these
3
Expected outcome –
immediate and long
term
Feedback: To ensure the
course benefits toward
the trainees. One month
after
the
training
program, feedback will
be taken from their sales
manager to analyze their
performance after the
program.
Feedback will also be
taken from customers to
prove if the sales
representatives
have
benefited
from
the
techniques they have
learnt;
which
will
evidence from the level
of customer satisfaction.
Immediately after the
course: all trainees are
expected to be fully
capable in satisfying all
of their customers by
dealing
with
all
receptive for the training. Finally a 6weeks is a suitable time for the whole
course as it is enough for the trainees to
learn all the points that is covered by the
course without rushing information or
causing information overload for
trainees.
4
complaint, how to achieve
customer satisfaction in
order to make sure the
customers are satisfied.
In each class, the instructor
will start with giving
presentation about a topic.
He will then use case
studies and videos to make
the
trainees
further
understand the topic. The
instructor will also have an
open discussion in the class
room and manage Q and A
sessions to answer trainees'
questions in each class.
More importantly, the
instructor will use role-plays
to enable the trainees to
practice what they have
learnt in each class in real
life situations that they
might encounter during
their
dealings
with
customers. This method is
suitable for the training
topic because it cover both
the theoretical part of
complaints
the
customers have; both
effectively and efficiently
to
ensure
optimal
satisfaction.
Long term: On the long
run, the trainees should,
after experience, be able
to use the method they
have learnt in the
training program to
create new customized
procedures
to
be
undertaken
by
the
company as procedures
to
dealing
with
customers.
customer
service
and
dealing with customer
complaint, and at the same
time with role-plays the
trainees can put the theory
into practice in situations
that simulated real-life
possible situation with the
customers.
5
6
Attachment 1: About the Company
Techno-ware is a medium-sized Bahraini software company, and is one of the most well-known software
providers in Bahrain. Techno-ware was created by seven original members, the partners, who share the
risk of liabilities and contributed in the capital, thus it is considered to be a partnership type of
organizations. It is well-known for its quality software solution that address troublesome business issues
that many companies suffer from, in today’s world. Techno-ware develops software in many fields
including accounting, sales, marketing and Human resources management.
Techno-ware aims to be the software industry leader in the Arabian Gulf, by consistently providing stateof-the-art software to solve business customers’ most daring problems and making technology important
assets to them, thus empowering and enhancing customers’ performance.
The original concept of the company was created by CEO Mr. Ahmed Ali in 2007. He was a newly
graduated, accounting student. During his first job, he noticed that the company he was working for had
many issues in the accounting department that can easily be solved with information technology software.
However, that company did not pay huge emphasize on IT and thus had to spend huge amount of money
to solve their problems. This, however, sparked an idea with Mr. Ali’s mind, which was to provide effective
software with relatively low prices to other companies. So, he proposed this idea to his friends from IT,
marketing and finance majors. Mr.Ali and his friends partnered together to create what it now known
Techno-ware. While the beginnings were humble, the business soon prospered and gained attention from
Bahraini companies due to the high quality, effective results and cost-effectiveness of the software
provided. In 2011, Techno-ware gained exposure outside of Bahrain as it was listed as one of “IEEE
Software Magazine” top Arabic software companies of that year. Soon enough, the company started to
grow and expand, and more employees joined the family evolving the company and making it the household name it currently is.
Techno-ware is currently located in Tobli, Bahrain and as of 2013 it is the home of 95 employees of the
finest specialists in the Software industry
22
Attachment 2: JOB DESCRIPTION
Job Title
Sales representative
Location
Techno-ware Headquarters, Avenue: 1867 Road:1241 block :664 Tobli,
Kingdome of Bahrain
Type
Full time
Purpose of Position
to prompt Techno-ware products and deal with customers in order to
persuade them to purchase the product and satisfy them, while creating
relationship with them to maintain a healthy sales status and good customer
base for the company. At the same time, producing reports and supporting
the development of the product.
Reports to
Sales Manager (Mr Mohammed Hassan)
Responsible for staff?
Number of staff:
No
Main Tasks
1) Make effective and formal business visits to existing and new
customers on frequent-basis, and pursued them to purchase
the software.
2) Make effective sales calls on regular basis. to schedule sales
meetings with customers.
3) Inform current and potential customers effectively, by using
various sales approaches, about new software and updates
whenever one or both become available.
4) Prepare informative and professional sales proposals and
presentations by utilizing suitable computer application such
as Microsoft PowerPoint and word at least three day prior to
the sales meeting.
5) Conduct effective Follow up with customers, one month after
the sales process has been finalized as per with the sales
department guidelines, through formal meetings, calls and
emails.
1
6) Reply to customers’ inquiries sufficiently, as soon as they send
one, through emails, phone calls, meetings or any other form
of communication.
7) Build and maintain strong relationships with customers at alltime according to the sales department’ customers code of
conduct, by Attending various business events such as business
parties, Trade Shows and Conferences in regular basis.
8) Design sufficient and effective training sessions for customers,
upon their requested, as per with their instructions.
9) Produce, within a team of 5 other sales representatives,
detailed sales performance reports by analysing the sales data,
on biannual basis.
10) Attend, and effectively participate in group training sessions
and seminars when requested by the sales manager.
11) Submit an accurate personal expense report on the end of
each month to the finance department, by applying the
standardized the format undertaken by the company.
12) Provide research-based recommendations about the
specification and development of the software to the company
when new opportunities arise in the market.
13) Monitor competitors’ activities in the market precisely, all the
time, in terms of their products, prices or initiatives and
update the management of any major activity.
14) Keep an accurate record of customers’ information, at all
times, by using automated computing systems such as excel.
2
Attachment 3: PERSON SPECIFICATION
Qualifications
Essential
Desirable
A university degree in sales and marketing.
1) Courses certificate in
Sales such as the sales
and
marketing
Management
(ISMM)
Level 1 or 2 awards in
Basic Sales Skills, or its
equivalent.
2) A formal certificate in
English language for
business purposes.
Knowledge /
Experience
Essential
Desirable
Experience:
Experience :
Six-month experience in working as a sales
representative in an information technologybased company.
Knowledge:
1) Literacy in English language including the
knowledge of sentence structure, verb tense
and spelling for business use.
-
2 years’ or more
experience in working as
a sales representative in
an
information
technology-based
company.
Experience in trading
and
dealing
with
international and GCC
region clients
2) Literacy in Arabic language and its proper Knowledge:
usage for business purposes.
1) Literacy in foreign
languages other than
3) Excellent mathematical and numerical
English and Arabic.
knowledge.
2) Knowledge of the
different local and
4) Knowledge about the most common
international trading
problems faced by companies such as
habits.
inaccuracy in bookkeeping, or inefficiency in
employees’ performance tracking.
3) Knowledge about the
different
software
developed by technoware.
22
Skills
Essential
Desirable
1) Effective communication skills that
include, clarity of speech, active listening,
reading
comprehension,
written
communication
skills,
oral
comprehension and expression.
1) Motivation skills, to
motive
others
employees
to
perform.
2) Active learning skills
2) Effective
time
organization skills.
management
and
3) Effective problem solving skills.
to
absorb
information
from
different resources.
3) Decision
making
skills
4) Effective Goal setting skills
5) Teamwork skills to work effectively and
efficiently with others
6) Excellent
interpersonal and Social
perceptiveness skills that allow for
effective dealing with others and creating
relationships.
7) Customer service and sales skills that
includes the prospecting, negotiation,
persuasion, questioning, rapport building,
and closing skills.
Abilities/
Attributes
Essential
1) Well groomed, professional appearance.
2) Confident, Charismatic, polite and has a
friendly personality.
3) Composed, and able to control emotions
while dealing with different type of
individuals of other employees and
customers.
1
Desirable
1) Ability to manage
one’s
own
personal
development.
2) Able to have a
clear view for the
big “picture” while
at the same time
4) Adaptability to different situations.
5) Presentence and tenacity to meet the
goals.
have
a
attention
details.
high
to
6) High level of creative thinking and ability
to think outside of the traditional
standard when dealing with customers.
7) Initiative, and is a first starter
8) High level of sense of duty, reliability, and
trustworthiness and accountably.
Equipment/tools required:
Desktops Computer and laptops, projectors, Fax machine, telephones and mobiles, transportation vehicles(cars)
and office stationary
Other requirements:
1) Must have a valid driving license.
2) Must be based and currently living in Bahrain.
3) Must have a valid passport, and is able to travel outside Bahrain.
2