Section A – Memo to Boss

To: Mr. Bob Smart, Chairman, Canuck Place Children’s Hospice (CPCH)
From: Najmus Sakib,
Subject: Additional recruitment sources for Human Resources Assistant

Canuck Place Children’s Hospice (CPCH) is currently recruiting for the position of Human Resources
Assistant and our team highly recommends the following additional recruitment sources:

1) Indeed
As the world’s largest online job board search engine, Indeed is an ideal platform for Canuck Place
Children’s Hospice (CPCH) to raise its unique brand to attract high quality applicants. A nice feature
about Indeed is that Canuck Place can add a webpage at no cost. The webpage can feature the job,
agency photos, employer reviews and other agency info. It’s a great way for candidates to gain insight
into the agency culture and they can assess whether they would be a good fit.

Sponsored job postings are based on pay-per-clicks so Canuck Place would only get charged based on
sincere interest of a candidate. Another benefit of Indeed is that it offers a full suite of employment
tools like advanced search and job alerts functions, research capabilities and resume posting. Most job
seekers search jobs by mobile and Indeed is designed to be compatible with smartphones, tablets and
offers
mobile apps for IOS and Android devices.

2) LinkedIn
LinkedIn is a vast online social networking site for professionals with over 500 million members in
over 200 different countries. Applicants can research companies using their LinkedIn tools to look for
HR jobs. Since Canuck Place Children’s Hospice is seeking an HR professional who is creative,
caring and able to work within a multi-disciplinary team, we believe LinkedIn is a great resource to
proactively network with others to recruit the ideal candidate.

Our recommendation would be to post the position and view potential candidates through second- and
third-party connections through instant contacts and request introductions. Targeting high caliber HR
candidates with these skills and qualities to apply for a job with an innovative and dynamic agency
like Canuck Place can be successfully accomplished via LinkedIn.
Section B – Identify Valid Screening Criteria for the Resumes

The purpose of screening criteria is to determine which candidates qualify for further consideration in
the interview process. The screening criteria for the Human Resource Assistant are outlined below.

1. degree or diploma in a Human Resources focused program

2. Minimum of two years directly related experience in a Human Resources role.
3. Experience working in a non-profit or health care organization (preferred).
4. Payroll experience (asset)
5. Class 5 Driver’s license

"All other equivalencies will be assessed on a case-by-case basis"

Section C – Identify Valid Tests

Valid testing is used for applicants to determine if they have the skillset required for the position. The
following valid tests for the Human Resources Assistant are outlined below.

Section D – Identify Competencies

In order to make a successful hire, certain core competencies must be considered. There is often core
competencies related to the role and some core competencies linked to the organizational culture.

 Cooperates in a dynamic team.

   Managing performance with clear goals and outlooks.
   Interpersonal awareness.
   Construct and interpret verbal and non-verbal messages clearly.
    Systematize documentations and records.
   Time management capabilities.
   Proficiency in computer software.
   Continuous learning.
   Set priorities and focus on day-to-day goals.
 Adheres to Canuck Place Children’s Hospice (CPCH) Vision, Mission and Values.

Section E – Behavioral Interview Questions

Behavioral interview questions are used to reflect on past behaviors in order to predict future
behaviors. The following behavioral interview questions should be used.

Competency: Time Management Capabilities

Question: Describe a time that required you to do several tasks at the same time. How did you
prioritize it and what was the outcome?

Expected Answers: Preferred candidates would identify the importance of prioritization in managing
workload.
   Acknowledge the need to prioritize tasks
   Showcase how they manage stress
   Ability to adapt to changes in workload
   Skill set to avoid distractions and value time
   Ability to create boundaries with other team members
   Examples of time management tips and tricks such as time blocking

Competency: Cooperates in a Dynamic Team

Question: What do you feel is the most difficult part of being part of a team? Tell me a time
when you had a team conflict and how do you handle it?

Expected Answers: Preferred candidates would identify how well they work in a team
environment and what role they tend to play (leader, follower, mediator).
   Discuss collaboration and information sharing
   Demonstrate listening skills
   Acceptance of different perspectives and personalities
   Ability to give and receive constructive feedback
    Responsibility for the team success

Section F – Situational Interview Questions

The purpose of situational interview questions is to provide a candidate a hypothetical situation to

determine how they will handle it.

Competency: Interpersonal Awareness

Situational Questions: You are a new HR representative, and a colleague came to you for advice
regarding a delicate personal matter, they fear will hinder their work performance. What steps would
you take to handle it?

Expected Answer: Preferred candidates would identify the importance of building a professional,
empathetic relationship with that colleague and demonstrating an understanding of how they relate to
others in a meaningful and constructive way.

Showcases a deep understanding of how or why the colleague may have this negative reaction to their
situation.
 Active listening - asking to follow up questions and get to know the individual
 Empathy - imagining or relating to the situation in a caring way
 Awareness - what the colleague says and how they are saying it
 Analyzes the colleague’s strengths and potential opportunities to assist
 Respect - identify that their feelings are valid
 Consideration - find what they will determine as supportive
 Compassionate feedback - make suggestions or collaborate
 Acknowledges various viewpoints or different solutions
 Mindfulness - own verbal and non-verbal communication with regards to how candidate is
representing the company
 Dependability - creates the relationship based on trust and acceptance
 Conscientiousness - willingness to be thorough in an approach to the solution by providing
resources as an HR professional and follow up with colleague to boost morale

Competency: Continuous Learning

Situational Questions: If you were given this role, how do you plan to stay up to date on the
ever- evolving HR concepts and legislation?
Expected Answer: Preferred candidates would identify curiosity, motivation and relevant habits.
demonstrating an awareness of how they learn. Understanding Personal Habits

   Accountability - creating personal goals and harnessing your strengths/weakness

   Learning Style - what routines work best, which can be tried?
   Resources - finding valid and current resources
   Practice - applying previous experience to new scenarios and ask questions Seeking
Information from Within Company
   Feedback - meet with fellow colleagues
   Training - identify programs available
   Observation - find a mentor Venturing to the Community
   Networking – actively search for training courses or conferences such as industry
updates, conferences and seminars and connecting on social media.