A Guide to Screening and SelectioiJ\

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MilTital S'taros


Race or Colour
. about name change:
whether it was changro by
court order, marriage, or
other reason
maiden name
for addresses out.side Canada ask piace and. duration of
current or recent address
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for birth certificates, bapc
.tismal records, or abOut age
in general
males or fetnides tO:. fill in
different applkations
about pregnancy, child bear-
ing pians, or child care
arrangements
whether the applicant is sin-
gle, married, divoTCed,
engaged, separated, wid-
owed, or living common-law
whether an applicant's
spouse may be transferred
about spouse's employment
number of children or
dependants.
about child care
arrangements.
about birthplace, nationality
of ancestors, spouSe, or
other Telatives
whether born in Canada
for proof of citizenship
about military service in
other countries
mother tongue
where language skills
obtained
about race or colour, includ-
ing colour of eyes, skin, or
hair
. askapp.licafits.whether they
are digible;ti:'i work under
laws regarding age
resirlEtiofis.
-asiFappliCa1Wilthe.
dance requirements can
bernet
if transfer or travel is part of
the job, the applicant can be
asked if he or she can meet
these requirements
ask whether there are any
circumstances that might
prevent completion of a min-
imum service commitment
if the applicant would 1Je
able to work the requiied
hours and, where applicable,
.overtime
since those who are entitled
to work in: Canada must be
citizens, permanent resi-
dents, or l:rolders of valid
work pennits, applicants can
be asked if they are legally
entitled to work in Canada
inquire about Canadian mil-
itary service where employ-
ment preference is given to
veterans by law
ask whether applicant
understands, reads, writes, or
speaks languages required
for the job
ask after selection if needed
to check on previously held
jobs or educational
credentials
if age require{j for ,
benefits plans or other legiti-
mate purposes, it tari be
determined afterseleetion
during the intelview or after .
selection, the applicant, for
purposes of courtesy, may be
asked which of Dr., Mr.,
Mrs., Miss, Ms. is preferred
information on dependapts
can be determined after
selection if necessary
contacts for emergencies
and/or detail$, on depen-
dants can be determined
after selection
documentation of eligibility
to work (papers, visas, etc.)
can be requested after
selection
testing or scoring applicants
for language proficiency is
not permitted unless job
related
continued
194 Appendix 7.1 A Guide to Screening and Se!Kction in Employment

Subject Avoid Asking Preferred ComDJ.ent
I
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Photographs for photo to be attached to photos for security passes or
applications or sent to inter- company files can be taken
viewer befere interview after
---
Religion whether applicant will work explain the required work reasonable accommodation
a specific religious holiday shift, asking whether such a of an employee's religious
about religious affiliation,
schedule poses problems for beliefs is the employer's dut}
churCh membership, fre-
the applicant
--
qul'!ncy of church atten-
dance
for re.ferences from clergy or
religious leader
Height and Weight
no inquiry unless there is
evidence they are genuine
occupational requirements
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Disability for list t>f all disabilities, lim-
the employer should:
itations, or health problems - disclose any information
whether applicant drinks or
on medically-related
l
.
uses drugs
requirements or standards
whethetapplieant has ever
early in the application
received:psychiatric care or
process
been hospitalized for emo-
- then ask whether the
tiona! problems
applicant has any condi-
tion that could affect his
whether applicant has
' " ' or hec ability to do the
received workers'
job, preferably during a
compensation
pre-employment medical
examination
a disability is only relevant
to job ability if it:
.
- threatens the safety or
property of others
<
- prevents the applicant
from safe and adequate
job performance even
when reasonable efforts
are made to acconunodate
the disability
Medical' InfonnaHon whether currently under a
medical exams should be
physician's care
conducted after selection
name offamily doCtor
and only if an employee's
receiving coun-
condition is related to job
duties
selling. oc therapy
offers of employment can

_, be made conditional on
successful completion of
a medical exam
Pardoned Conviction
whether applicant has ever if bonding is a job require-
inquicies about criminal
been conVicted ment, ask whether the appli-
record or convictions are
whether applicant has ever
cant is eligible
discouraged unless related
been arrested
to job duties
whether applicant has a
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Appendix 7 .I A Guide to Screening and Selection in Employment 195
~ c t Avoid Asking Preferred Comment
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I
Sexual Orientation about the applicant's sexual contacts for emergencies
orientation and/or details on
dependants can be
'
determined after selection
...
References the same restrictions that
apply to questions asked
of applicants apply when
asking for employment
references
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Source: Canadian Human Rights Commission. A Guide to Screening and Selection in Employment. www.chrc-ccdp.ca/publicationsf
screening_employment-en.asp. Reproduced with the permission of the Ministry of Public Works and Government Services. 2006.
HUMAN RESOURCES MANAGEMENT
Chapter 6 Quiz
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Identifying which job requirements should be filled internally and which externally is most closely 1)
associated with:
A) HR planning.
B) building a pool of candidates.
C) a human resources requisition form.
D) determining the job requirements.
E) choosing the appropriate recruitment method(s).
2) Determining the job requirements involves: 2) ...
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A) relying on the human resources requisition form.
B) perusing the human resources plan.
C) relying on the supervisor's judgment.
D) reviewing the job description and job specification and updating them, if necessary.
E) reviewing the employment equity plan.
3) Constraints affecting the recruitment process arise from: 3)
A) emerging labour shortages and inducements offered by competitors.
B) emerging labour shortages, inducements offered by competitors, and employment equity
plans.
C) employment equity plans and emerging labour shortages.
D) inducements offered by competitors.
E) there are no constraints.
4) influence the attractiveness of the job to potential applicants. 4)
A) Promote-from-within policies
B) Compensation policies
C) Recruitment budgets
D) Employment status policies
E) Human resources plans
5) The biggest constraint on recruiting activity at this time is the: 5)
A) environmental factors.
B) organizational plans.
C) emerging labour shortage.
D) recruiter preferences.
E) the recruitment budget.
6) Recruiters must try to meet the prevailing standards while dealing with: 6)
A) inducements of competitors.
B) the job specifications.
C) environmental factors.
D) organizational policies.
E) recruiter preferences.
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7) To be effective, promotion from within requires using each of the following tools EXCEPT:
7)
A) skills inventories.
B) job posting.
C) interviewing.
D) human resources records.
E) newspaper advertisements.
8) An effective way of spreading the word about job opportunities to current employees is:
8)
A) job posting.
B) placing a classified advertisement in the newspaper.
C) preparing a job description.
D) preparing a job specification.
E) radio advertising.
9) Information typically found in a job posting includes all of the following EXCEPT: 9)
A) job title.
B) the name of the previous incumbent.
C) pay range.
D) qualifications required.
E) posting date.
10) External recruitment often results in:
10) ---
A) cost savings due to less extensive training.
B) the generation of a homogeneous pool of applicants.
C) higher costs due to extensive training.
D) rivalry and competition among employees.
E) problems in meeting employment equity goals.
11)
12) Online job boards are:
12) ---
A) secure and confidentiaL
B) fast, but not easy.
C) fast, convenient and easy.
D) slow but easy to use.
E) fast, convenient and easy, when the job boards used are large.
13) Active job seekers: 13)
A) must have an accessible, prominently positioned link on the homepage leading directly to the
career section to make it easier for them to pursue job opportunities.
B) are not the only type of individuals to visit the career Web site.
C) are known as "passive" job seekers.
D) have the best access to the career Web sites.
E) are the individuals that visit the career Web sites.
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14) Popularity of Internet job boards among job seekers is high due to:
14)
A) the features of the job boards.
B) the types of job postings available.
C) the technological requirements of the Internet.
D) they are not popular.
E) the number of job postings available on one site.
15) You are a recruiter for a telecommunications company. When recruiting for the position of Director 15)
of Customer Service which of the following is most helpful as a supplement to job postings to
ensure that qualified internal candidates are identified and considered when vacancies arise?
A) a telephone hot- line
B) a replacement chart
C) skills inventories
D) replacement summaries
E) a succession plan
TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.
16) Having a recruit-from-within policy may mean that no external candidates can be considered until 16)
the posting period is over, even if it is well known that there are no qualified internal candidates.
17) External recruitment is generally the major source of candidates. 17)
18) Recent research has found a strong correlation between successful recruiting and shareholder 18)
value.
19) Recruitment is the process of searching out and hiring qualified job applicants.
20) In many firms with a policy of promoting from within, potential external candidates are also
considered.
19)
20)
21) For most employers, completion of an application form is the last step in the recruitment process. 21)
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