Management and Organizational Studies 3384A/B Chapter Notes - Chapter 6: Canadian Human Rights Act, Job Performance, W. M. Keck Observatory

• School: Western University
• Department: Management and Organizational Studies
• Course: Management and Organizational Studies 3384A/B
• Professor: Cristin Keller

Document Summary

Fob application forms, resumes, reference checks, and interviews are the most commonly used screening tools. Initial screening involves actions aimed at reducing the applicant pool to a manageable size and identifying those applicants with greatest potential for hiring. Telephone screening: a brief telephone interview to assess the candidate"s qualifications and decide whether the candidate should continue in the application process. More detailed questions should wait for the employment interview at a later stage in selection. Questions abide by the canadian human rights act and provincial legislation. Introduce the purpose of the telephone interview breifly. If not arranged in advance, verifying that this is a convenient time for an inter view. ^v\are job information describe the in enough detail so that the applicants can decide for themselves (1) whether t re really serious about applying, and (2) whether they are qualified. Salary ranges for the job and relevant information about organizational expectations withdraw by those who don"t match.