You have just been hired as the recruitment and selection specialist for BCH, a healthcare organization that oversees many diverse health services in British Columbia. You were offered the position due to your knowledge in legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline. The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision. He also mentioned that the importance of this job dimension influenced the raters’ ratings over the other job dimensions.
1. What contextual and what task performance behavior did BCH hire you for? (6 marks) -100 words
2. Discuss the process that is designed to establish BCH’s identity and perception in the marketplace as an employer of choice. (6 marks) -150 words
3. Discuss the process that is designed to raise BCH’s profile in a positive manner in order to attract job seekers’ interest. (6 marks) -150 words
4. Explain and discuss the term for BCH’s process of gathering information about demographics such as nursing shortages and the aging population. (7 marks) – 200 words ? ?
Coleman & Sons Inc.
Coleman & Sons Inc. works in the fashion industry, under provincial jurisdiction. They’ve had several legal problems in the past, and hired your as a Human Resources consultant to fix them.
You observed a panel of three managers interviewing five applicants for an administrative assistant position. After the interviews, you sat down with the managers for a discussion. You found that only one of the managers took notes during the interviews, because they were all “used to recalling answers from memory”. The manager who took notes didn’t write down anything concerning several answers from the female candidates, and explained that an administrative assistant had to carry heavy loads, and “women… just can’t deal with heavy lifting”. He also insisted on one of the male candidates getting hired because he was better dressed than the others. He claimed to have a great instinct for judging the ‘person-organization fit’ at a glance, and pointed out that he asked every candidate different questions, to make sure the questions ‘fit their personality better’.
All managers agreed that a man would be a much better fit because most of the department‘s employees are female, and the firm “needs some guys before we all start wearing high heels”. They also explained that “you cannot judge an applicant on his answers alone… you need the right instincts for this job”.
Write a report to the Director about the problems you found in the organization’s hiring practices. Your report should be composed of three detailed sections:
1. Identify at least six (3 marks) legal mistakes in the process, and identify the legislation or legal principles they violate. (7 marks) – 200 words
2. Provide a specific, legally acceptable alternative for four of the six mistakes, and explain why implementing these alternatives would improve upon Coleman & Sons Inc.’s recruitment and selection practices. (8 marks) -200 words
3. Since you expect a lot of resistance to your report, explain the concept of B.F.O.R., how it applies to this specific situation, and how the job requirements should be assessed to make sure the right person is hired for the position. (7 marks) -200 words
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