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Computer Science


AStudy of an Aspect of your Chosen Profession (ICS: InformationSecurity)


Theincrease in the level of education across the world has significantlycontributed towards high rates of unemployment due to the demand forjob opportunities from many people. Most employers face the challengeof identifying the appropriate personnel for the job openings intheir company because most of the applicants either possess similarcredentials or attributes to the job. The problem occurs whenselecting the appropriate employees through the numerous applicationsreceived (Stavrova et al. 647). Nevertheless, employers have over theyears developed various channels through which they may selectpotential employees based on their performance, personalities as wellas skills and talents. Some of these channels include assessing theexperience in their potential employees to determine their ability toperform the necessary tasks. Besides, they also consider the skillsand talents other than academic grades possessed by the applicants inthe job openings (Stavrova et al. 647). These are followed closely byconsideration of the applicant’s personality as well as performancethrough assessing their ability to respond to various situations. Forinstance, potential employers may test an applicant’s ability torespond to situations based on time, cooperation with other members,efficiency and effectiveness, accuracy, just to mention but a few.These factors allow the employers to determine the potentialemployees who may work for their organizations depending on theirskills in different fields. Therefore, it is important for applicantsto acquire and possess the required skills before applying for thejob openings (Stavrova et al. 647).


TheICS (Information Security) field involves the provision embeddedsystem technology to many consumers across all sectors. Theachievement of such significant aspects requires expertise andexperienced personnel who ensure that the technology produced meetsthe client’s needs effectively. Students willing to work in similarpositions face immense challenges in securing jobs with theorganizations designated to carry out such tasks. For instance, anInformation Technology college graduate recently applied for his 5thjob at an ICT firm but later received a rejection letter informinghim that he lacked enough experience for the task (Taha et al. 279).Most importantly, due to the high rate of unemployment, many collegestudents as well as graduates apply for roles paying minimum wagesand may at times not be the type of tasks they need for a particularskill. Most organizations fail to employee these college studentswith claims that they lack experience. However, the major challengefor these students entails the fact that there are too manyapplicants for jobs available. The problem occurs because those whoapply for the job include people from all age groups possessing therequirements for the job. When older people apply for thesepositions, they get the upper hand because they have experience forworking in various sectors for several years. The other individualswho apply for the job may possess higher academic credentials thatmake them suitable for the job. Consequently, these groups of peoplemake it difficult for college students to get employment positionsregardless of whether the job falls under their career path (Taha etal. 279).

Similarly,the problem of too many applicants for jobs available occurs throughthe fact that most nations across the world encounter the challengeof high unemployment rates. The unemployment rates drive peopletowards seeking employment from any sector regardless whether theypossess the skills or not. For instance, I recently came across a jobseeker who had graduated in an economics discipline but was lookingfor employment in a nursing field. This incident portrays theintensity of the unemployment challenge to the extent that people indiverse fields are struggling to acquire jobs in disciplinesdifferent from the ones they pursued (Taha et al. 281). Additionally,there are incidents where job openings require applicants with acertain age but during the interview people older than the agebracket required show up. The occurrence of such situationselaborates the challenge where too many people apply for the jobsavailable. They also indicate the fact that experience surpasseseducational background in most circumstances and employers tend tochoose older candidates as opposed to gambling with youngercandidates (Taha et al. 282).

Researchindicates that the reason why most organizations rely mostly onexperience in selecting their candidates entails the fact that theydo not require training and will quickly assimilate the requirementsof the job. One of the obligation during employee selection or ratherhiring and recruitment includes training where the newly acquiredpersonnel should be taught the rules and regulations, objectives,mission and vision and well as job procedures. The employers perceivethe process as time-consuming, expensive and tedious and thuseradicate it to ensure effectiveness and efficiency in the operationsof the organization (Taha et al. 285). Therefore, to avoid theprocess, most employers hire people with experience with the hopethat they will acquire the necessary skills while working. Similarly,companies tend to assume that the younger applicants lackingexperience may fail to adhere to the regulations and even incorporateother ways to accomplish their tasks. However, such assumptions seemunfair because they deny the younger applicants the opportunity toprove their ability (Taha et al. 285).

Anotherchallenge that brings about the element of too many candidates forjobs available includes the labeling hiring managers give to the jobseekers. Most people in the job market possess different skills,academic credentials, and experiences. However, when applying for ajob, some hiring managers review the individuals’ credentials andbrand them overqualified based on their education level, years ofexperience or even their salaries in previous or current jobs. Theselabels bring about fear among most job seekers in that they implythat the applicant will not fit the current position (“Job-SeekingAdvice for recent or Soon-to-be Graduates in the Field ofInstructional Technology,” 50). Most of the times job applicantsmay not realize that the hiring managers labeled them asoverqualified because they never receive and response from theprospective employers. Similarly, most job applicants receive theselabels as underqualified from hiring managers based on the inadequacyin academic qualification, years of experience, age, just to mentionbut a few. These challenges drive people to seek other forms ofemployment regardless of the wage and discipline. For instance, inthe information technology sector, most job seekers are required tohave completed a project (s) related to the subject to portray theirareas of expertise. These projects are based on the skills learned incollege and applied in developing a technological system orapplication that either enhance functionality or makes work easier(“Job-Seeking Advice for recent or Soon-to-be Graduates in theField of Instructional Technology,” 50). However, most of thepeople employed in such positions entail those with academicqualifications in different disciplines or those who possess thenecessary experience. Such incidents deny younger people theopportunity to portray their ability and acquire employment inpositions where they would have brought about a significantdifference.

Besides,when jobs positions emerge, most people get access to the informationthrough advertisements on TVs, radios, social media or even theorganizations’ website. This brings about the element of manypeople trying their hand in applying for the job regardless of theacademic qualification or years of experience. Additionally,employees tend to condone employees from different fields of thestudy with claims that they may bring some diversity in theproduction, branding or developing of the organization’s goods andservices (“Job-Seeking Advice for recent or Soon-to-be Graduates inthe Field of Instructional Technology,” 51). These strategies havein some cases worked efficiently, and an applicant from differentfields of study brought in necessary measures in developing aproduct. However, their occurrence denies people with the properskills from getting the job and pushes them to try their luck indifferent fields.

Besides,the availability of many applicants for the open positions occurs asa result of pursuit for better pay. Most people possess the necessaryskills as well as years of experience in different fields, but due tothe unemployment rates and the numerous number of applicants, theyare forced to work in positions where they receive minimum wages.They accept these posts with the hope that at one point or another,they will get better jobs with better pay and better facilities. Forinstance, research indicates that most college graduates get theirfirst employment positions in small enterprises where they arerequired to utilize different skills from what they learned in school(“Job-Seeking Advice for recent or Soon-to-be Graduates in theField of Instructional Technology,” 52). Some enterprises includefood joints where they serve people for more hours and receive lowwages. The working conditions at these firms disregard their academicqualifications and require them to utilize those needed inaccomplishing their tasks. Besides, people have become well versed inthe field of computer technology and may develop devices andapplications by following guidelines available on the internet. Thishinders college students and graduates from acquiring jobs withorganizations that specialize in the development of technologicaldevices as the hiring managers pay attention to people possessingextra abilities. Therefore, when an opportunity for such a jobemerges, most people with different academic qualifications apply forthe position (“Job-Seeking Advice for recent or Soon-to-beGraduates in the Field of Instructional Technology,” 52).


Asstudents in the information technology discipline, some of thenecessary steps that would ensure acquisition of the necessaryskillset for well-paying, excellent jobs include proper utilizationof my time in gaining knowledge and experience. The achievement ofsuch aspects would occur through maintaining my Grade Point Averageat 3.5 which is relatively higher than that required for computerscience majors, 3.0. It would require doing more coursework with theaim of gaining additional knowledge in the discipline. These would befollowed closely by undertaking extra challenges in the form ofprojects on a timely basis with the aim of sharpening my skills.Similarly, computer science studies are required to develop softwareapplications that facilitate communication, access, organization,depiction, forecasting, and analysis of future outcomes (Dray, 64).Therefore, I would develop various applications that seem suitable tothe potential organizations I wish to work with in enhancingproductivity, boosting communication strategies and realizing theneeds of the customers. These would also provide adequate solutionsto the challenges within the organization. However, to acquire thesefactors, I would conduct an in-depth study of the companies throughtheir operations, products, objectives, prospects, just to mention afew to obtain a glimpse of activities required of me. Then, I woulddevelop a software application that allows them to keep track oftheir activities, monitor their operations and recommends suitablealternatives for a course of action (Dray, 64). The accomplishment ofsuch tasks would be followed closely by seeking an audience from thecompanies’ management teams to review my work.

Besides,college students lack employment in their dream organizations becausethey lack experience in working with other businesses or in similarpositions. These factors create significant challenges for many whoopt to look for employment elsewhere. However, in my situation, Iwould seek all means to acquire the experience required throughapplying for an internship. During summer holidays, it would beappropriate to work as an unpaid intern with the organizations thatseem suitable for every individual’s ambitions (Engelbrecht, 17).In this case, computer science students may seek internshipopportunities from companies that specialize in the production anddevelopment of technological devices as well as softwareapplications. For instance, these students may volunteer as internsin businesses such as Apple, Microsoft, Samsung, just to mention afew. The internship program would allow students to acquirepostgraduate skills and experience because they are exposed to a worksituation that requires them to follow the procedures, regulations,and objectives necessary in producing the goods and services(Engelbrecht, 17).

Mostimportantly, to have the upper hand from peers in the same field,students may pursue different short courses such as businessmanagement, or administration to ensure that the added merit to theircredentials. The essence of these additional courses or certificatesentails the fact that hiring managers may consider them in selectingthe potential employees. They may also bring about an added advantagein acquiring a promotion to a position that requires people in thecomputer science field with managerial and administration skills(Little et al. 193). Therefore, during the summer holidays andvacations or even extra time at school, students may and shouldpursue additional certificates with the aim of boosting theircredentials and acquiring more skills in a different discipline.Furthermore, some institutions provide venues through which studentsparticipate in an exchange program where that willing may travel toother countries for studies. During the summer holidays or evenduring school time, students may utilize these opportunities to go toother countries and learn how they use technology. It would also givethe students an opportunity to exchange and share ideas thusequipping them with skills and experience from diverse cultures andenvironments. When they apply for jobs in their dream countries, theemployers would consider such skills and integrate them in enhancingthe production of the goods and services (Little et al. 193).


Oneof the suitable ways in eliminating competition while applying forjob position entails leveraging one`s network. This occurs throughensuring that the people an individual interact with may refer tothem as a recommended person for a particular task. Additionally,companies may decide to employ people who have been assigned to thembut institutions, other corporations or even relevant personalities.Besides, applicants may eliminate competition through seekingemployment from their dream companies even when there are no openingsannounced. In cases where student applicants feel they possess theability to help the company grow or fix their problems, they may sendtheir application before the announcement of any job openings. Theyshould also avoid shyness in seeking employment from the companiesthey wish to work with. This may achieve through composure during theinterview or when applying for the job and indicating theirqualifications.


Dray,Beattie. &quotStudent life – Revealing the real student.&quot&nbspNursingStandard,vol.&nbsp27, no.&nbsp25,&nbsp2013, pp.&nbsp64-64.

Engelbrecht,Lambert. &quotTHE SCOPE OF FINANCIAL LITERACY EDUCATION: A POVERTYALLEVIATION TOOL IN SOCIAL WORK?&quot&nbspSocialWork/Maatskaplike Werk,vol.&nbsp44, no.&nbsp3,&nbsp2014.

&quotJob-SeekingAdvice for Recent or Soon-To-Be Graduates in the Field ofInstructional Technology and Design.&quot&nbspTechTrends,vol.&nbsp51, no.&nbsp3,&nbsp2007, pp.&nbsp49-54.

Little,Catherine&nbspA., et al. &quotStudents` Self-Concept andPerceptions of Mentoring Relationships in a Summer Mentorship Programfor Talented Adolescents.&quot&nbspRoeperReview,vol.&nbsp32, no.&nbsp3,&nbsp2010, pp.&nbsp189-199.

Stavrova,Olga, et al. &quotLife Satisfaction and Job-Seeking Behavior of theUnemployed: The Effect of Individual Differences in JusticeSensitivity.&quot&nbspAppliedPsychology,vol.&nbsp63, no.&nbsp4,&nbsp2013, pp.&nbsp643-670.

Taha,Jessica, et al. &quotTechnology training for older job-seekingadults: The efficacy of a program offered through auniversity-community collaboration.&quot&nbspEducationalGerontology,vol.&nbsp42, no.&nbsp4,&nbsp2015, pp.&nbsp276-287.