BSM 200 Study Guide - Final Guide: No Surprises, Performance Management, Ontario Human Rights Code

• School: Ryerson University
• Department: Business Essentials
• Course: BSM 200
• Professor: Mary Foster

Document Summary

Talk about iding job requirements, conducting the recruitment process, interviewing and selection, conducting reference checks, and making job offers. Hiring the right people: business has competitive advantage if you hire the right people for the right job at the right time. Fit with the specific culture of the business and its employees. 1st step: determine the type of work that needs to be done. Important to have job description to guide training and performance: special skills, qualifications, responsibilities, and working conditions: compensation, training. Permanent or temporary: can advertise job openings e. g. workopolis, government, networking; 1pg summary. 2nd step: plan the interview stage to select the right person: develop questions that pertain to job/skills and/or behavioral questions that simulate how individual handle situations specific to the business. Theory is that past performance is a predictor of future performance. Think about what the right answer before you ask to evaluate answers against other candidates.