Human Rights

Employers outside of federal government have provincial or territorial legislation that governs them, while those employed by and/or primarily involved with federal work are subject to the Canadian Human Rights Act. Failing to be aware of these rules can lead to major legal repercussions!

 

Employers must exercise discretion when interviewing potential employees, ensuring that only relevant questions are asked. Questions related to prohibited grounds such as age, race or national origin should never be posed in an effort to make a hiring decision. While some employers may view these queries as innocent conversation starters during the interview process, they can create undue stress and pressure for applicants while potentially violating their legal rights - thus making them inappropriate topics of discussion before extending a job offer.

 

Applicants already face a great deal of pressure in the interviewing process, and some employers may take it to an uncomfortable level by pushing boundaries into very personal territory. It is important for applicants to remember that regardless if they are asked questions such as these with permission or not, it is illegal - so best practice would be simply avoiding them altogether!

 

After exploring the ins and outs of how to hire someone new, it's time put our newfound knowledge into practice. Let’s really dig in and explore these questions: Question 3 is an opportunity for us to think outside the box - what other avenues could be used for advertising? With question 5 we can dive deeper by critically analyzing which characteristics don't apply - then brainstorm ways they can be improved upon. 

 

As we review the workshop and answer any remaining questions, it's important to remember words of wisdom from both Katharine Hepburn - "Death will be a great relief. No more interviews" - and Dan Zevin who said “Never wear a backward baseball cap to an interview unless applying for the job of umpire." Todd Bermont also brings up an interesting point about those unsure what they want do for living: that uncertainty can show through in your interview! With action plans put into place, evaluations collected, and certificates passed out, this is going to be one successful wrap-up!

 

Get ready - you'll be discovering how your current job requires both technical and performance skills in an exciting interview session!

 

Consider how an employee will use machines, computer hardware/software as well as which tools they must know in order to manipulate them correctly. Taking this approach leads you straight down the path of finding just what is needed from any potential hire!

 

But, by taking time to review and reflect on what exactly is important in regard to experience or training, you'll have greater insight into hiring an ideal candidate based off of their qualifications. Furthermore, it's essential that safety measures remain priority when selecting someone who will use specific tools like machinery or company vehicles as they may need certification beforehand.

 

They can encompass a range of activities, from supervising staff and making decisions, to following established protocols and addressing customer issues. As the cornerstone for strong work habits, these competencies often make or break a person's ability to handle daily tasks effectively - something that is particularly evident when it comes roles such as customer service supervisors having responsibility over multiple representatives while also dealing with outside queries efficiently.

 

As employers search for the perfect candidates, they must weigh each approach based on its usefulness and ability to find someone who is a great fit. This session will explore time-saving strategies that help you efficiently identify potential employees while maintaining positive relationships with them throughout their journey of job searching.

 

File Searches can be advantageous, as they attract people who are already interested in the organization. However, it is essential to have a systematized filing procedure so that all applications get the same consideration and no worthy applicants go unnoticed. Internal Searches often help boost employee morale knowing their hard work could eventually lead them to greater heights within an enterprise; though this option does not bring any new personnel into your business sphere. Placement Services offer a quick solution but may not thoroughly screen potential candidates- leading you with unqualified individuals - while Referral Programs present another avenue of bringing on board capable workers at potentially lower costs than other methods.