Suppose that you are managing a Swiss Chalet franchise and must recruit table servers for your store. List in priority the three things you would be most inclined to screen for, how you would do the screening, and provide a rationale for each.
In reference to above, develop a set of three questions that could be useful in your background reference checks on applicants for the Swiss Chalet table server position and explain their use.
If you discover that a job applicant has a criminal record, can you disqualify the candidate solely on that ground and without fear of violating the candidate’s human rights?
What is the value of a degree from a prestigious university on a résumé? Would such a degree influence your hiring decision if everything else were equal among candidates? Should it? Why or why not?
What should you do if you discover someone has fudged her application form information or résumé or lied during the screening interview? Does it matter how big the lie is? Explain and argue your case.
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If you discover that a job applicant has a criminal record, can you disqualify the candidate solely on that ground and without fear of violating the candidate’s human rights?
Yes, in some jurisdictions (but not in all provinces), you can disqualify candidates for having criminal backgrounds. However, you can not necessarily disqualify the candidate from further consideration if he or she has a pardon. HR practitioners should also ensure that this conviction violates performance; if not, the candidate is less likely to be barred.
What is the value of a degree from a prestigious university on a résumé? Would such a degree influence your hiring decision if everything else were equal among candidates? Should it? Why or why not?
Entry to prestigious schools is usually difficult to gain, so the perception is that students who have been accepted will likely have higher GPAs than students in middle or lower-tier schools. Research however shows that this is not usually the case. As an HR specialist, you will still want to consider degrees from high-ranking institutions because doing well in a top-ranking school will imply high recognition and encouragement on the candidate's behalf.
What should you do if you discover someone has fudged her application form information or résumé or lied during the screening interview? Does it matter how big the lie is? Explain and argue your case.
The candidate should first be able to address the concerns concerning her perceived disappointment in her application materials. If the deception is verified after speaking with the candidate, you would most likely screen the candidate out of the selection process, no matter how big the deception is. This is because if we are to assume that past behaviors predict future ones, the candidate could engage in job deception, at least based on her past deception (or other counter productive work behaviors) during the interview process.
Suppose that you are managing a Swiss Chalet franchise and must recruit table servers for your...
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