2. 1
Overview
Have you ever sat down and dreamt of travelling around the world? Being in a place where the
weather is amazing, the people are friendly and all your worries are in the past? G adventures found the
solution to these desires. In 1990, Bruce Poon Tip established G Adventure with just two credit cards
and the burning desire to provide authentic and sustainable travelling experience that differentiate from
all the other companies out there. Bruce has done this by offering alternative travel experience from the
resorts,cruises, and motor coach that travelers were accustomed to. Bruce’s vision was to change the
perception of individuals from the above thoughts to something memorable. Twenty years later, G
Adventure’s core values have not changed because Bruce’s first desire to change the travel experience
still remain the same. GAdventures believed in five key core values, and these are; Love, Lead,
Embrace,Create,and Do.
LOVE: G Adventures believes in changing people’s lives as the say reads “We Love Changing People’s
Lives.” For our company, this is not just a saying, but rather the core value that is the driving force
behind everything that we do. Bruce states that “if you’re not changing, you’re not growing, and isn’t
that what life is about.”
LEAD: G Adventure’s passion for travels is inspired by our commitment to those they serve. Our
company believes in “Lead with Service” thus resulting in better experience for the travelers. By
continually going beyond expectations, our company connects better with the travelers and providing
them with the most memorable experience and life changing adventure they have ever received.
EMBRACE:GAdventures is not your average travelcompany. Our company believes in “Embracing
the Bizarre”. You might think to yourself what do we mean by this? We can explain this by stating that
a lot of companies, travel companies to be exact, are telling their employees to think outside the box. G
Adventure’s believes there shouldn’t be any box. Our company encourages our staff to get rid of the box
altogether. A travel experience wouldn’t be as memorable if you’re doing everything by book, hence the
motto of “Embracing the Bizarre.”
CREATE: “Create Happiness and Community” having a working atmosphere where everyone treating
each other as family rather than coworkers is the best company to work for, don’t you think? Our
company consists of diverse individuals united by the profound respect for enthusiasm belief that
everyone is equal and deserves equal treatment no matter the difference of their skin colour. This unique
combination of respect and enthusiasm prevents G Adventures from losing sight of what matters most –
3. 2
community, people, cultural exchange – and reminds our company that creating happiness is a privilege
we all share together.
DO: The foundation of G Adventure’s success is built on a very simple principle: “Do the right thing”
all the time, every time. Above all, it’s a commitment to continually challenge our company to see the
big picture and bring about meaningful and positive change whenever we can.
Based on our job ad its self some of the legislative issues that would impact our recruitment strategy
would be municipal and provincial Labour Laws,the Human Rights Code, and Employment Standards.
4. 3
Job Description
Title: Talent Acquisition Specialist
Location: Toronto
Salary: 50k – 60k
Employment type: Full-time
Main Purpose ofTalent Acquisition Specialist
Ensuring that talent acquisition practices and programs meet local/regional needs and
support business goals and objectives
Providing talent acquisition for internal and external recruitment activities across the
region
Sourcing, interviewing and assessing the internal and external candidates
Customer focused recruitment and sourcing support to all client groups in line with
organizational policies, practices,procedures, legislative requirements and in partnership
with the HR business partner
They guide hiring managers through the talent management process for critical or
difficult to fill positions and proactively identifies and builds relationships with well
qualified candidates
Duties:
Research and prepare occupational classifications
Develop, execute and maintain sourcing plans based on business and hiring needs. i.e.
creating job postings, screening candidates, first interviews
Use behavioral questioning techniques to ensure the right candidate selection
Provide feedback on any trends and key recruitment metrics
5. 4
Performance:
Successfuljob performance will be the result of recruiting a selecting the best fitting
candidates for our forward thinking, fast paced company
It will also include creating and executing outstanding talent acquisition techniques
Experience:
The amount of training and experience needed for this position is 2 - 3 years in the
Human Resources industry, with at least one year in talent acquisition
CHRP would be an asset,but is not necessary
Experience in the travel industry is a plus
Skills:
Knowledge of how to use and maintain online job postings through social media, job
banks, and online postings
Highly organized
Strong verbal and written communication skills
Advanced interview skills
Must be able to work independently with little supervision. Also maintain close contact
with all managers in every department
Education:
College or University Bachelor’s Degree in Business Management, Administration, or
HR Management
6. 5
Reporting Relations:
Work closely with managers from different departments, human resource personnel, and
others to research,locate and qualify the best specific individuals for prospective
employment
Build relations with professional associations and employment agencies for aid in the
task of locating and qualifying potential employment candidates for hire
Screen potential employees who are located and contracted for an interview
Working Condition:
Working in standard office environment
Minimal noise exposure
Extended schedule may be required as dictated by management and business needs
Ability to travel to multiple facilities as business needs dictate
Required to lift 5-10 lbs. when setting up booths for job fairs, seminars, events etc
No danger or hazards are presented in this job
Must be able to work in a fast paced,high demand environment
7. 6
Job Ad
Why did you choose this particular channel?
o We chose Facebook and Instagram as our social media recruiting methods because
Facebook and Instagram are a great way for networking and friend referrals. In addition,
Facebook and Instagram give the option to share the links and add the pictures of the
company. They are also two of the biggest social media sites, this ensures that our job ad
will get the most views.
Who is your target audience? What does your ideal applicant look like?
o Our target audience are extraverts who are outgoing, friendly and customer-oriented.
o Our target is someone who is adventurous, represents the essence of who we are and the
driving forces of what we do.
o Our target is social and interacts with people by making sure that everyone is a having
unforgettable, life changing experience.
o Also, someone who are respectful, and enthusiastic but most importantly values what
matters- community, people, and cultural exchange which reminds us that creating
happiness is a privilege.
At what stages will you use this channel in the recruitment process?
o We will use this channel of recruiting when we are posting for the job ad, and looking to
create an applicant pool to select our successfulcandidate from.
Are you going to look at a candidate’s social profile as you go through the recruitment process?
What would cause you to re-evaluate a candidate?
o Yes,if they follow the page. It shows their interests in the company. Based on the images on
their profile, we can determine if their values reflect the company’s as well.
8. 7
What value do you see in using social media in the recruitment process?
o One of the main values of using social media is brand recognition. Also it’s a great way for
candidates to learn more about the company and make the screening process of recruiting
more easily.
o With all the users on social media viewing our ad it will offer a diverse talent pool to choose
from.
How will you monitor its success?
o The best way we can monitor the success of this ad is by the number of likes on the page and
the postings of the prospect candidates.
o Also we can post questions like: frequently asked question about the organization and
respond those questions.
o We can count the number of resumes coming from Facebook or Instagram if we ask
candidates to show the resource of the job ad.
9. 8
G Adventures Facebook Post for Talent Acquisition Specialist
To apply this position, please contact: info@gadventures.careers.ca
10. 9
G Adventures Instagram Post for Talent Acquisition Specialist
To apply this position, please contact: info@gadventures.careers.ca
11. 10
Application Questions
Last Name: Click here to enter text. First Name:Click here to enter text.
Contact Number:Click here to enter text.
Email Address:Click here to enter text.
Highest Education: Click here to enter text.
Are you willing to relocate or travel for your position? ☐Yes ☐No
Do you speak any other languages? ☐Yes ☐No Which ones?
How did you hear about us?
Choose an item.
Why do you want to work for G Adventures?
What makes you stand out from other applicants for this position?
Do you have experience using different behavioral questioning techniques?
☐Yes ☐No
If so, name one and give an example of how it lead to a successfulcandidate recruitment:
Are you organized enough to work with little supervision and still be productive?
☐Yes ☐No
12. 11
How many years of experience do you have as a Talent Acquisition Specialist?
Choose an item.
Briefly explain how you were able to locate and recruit the best candidate for a position?
What is your base salary expectation?
Choose an item.
Tell me a time when you had to feedback on any trends and key recruitment metrics?
Have you committed a crime for which a pardon has not been granted?
13. 12
Reference Checking
Name of Candidate: Date Reference Completed:
Position Applied for: Referee Name:
1. Why did the candidate leave your company?
2. What were the candidate strengths and weaknesses?
3. What were some of the duties/responsibilities the candidate had to perform?
4. How did the candidate handle conflict?
5. Did the candidate get along with management and co-workers?
14. 13
6. How well did the candidate work in a team?
7. Is there anything else I should take into consideration before I hire this applicant?
We chose these questions because they ask the relevant questions needed to ensure that the
potential candidate is the right personal-organization fit for the position. These questions also
help to screen out candidates who are not fit for this position.
15. 14
Employment Testing
Personal Style tests – The first employment test we would use would be a personality test. This would
test the applicant and revealtheir character traits and personality patterns. With this knowledge we could
determine the candidate whose personality traits resemble those of G Adventures. This test will help us
hire candidates who are moral and have a strong work ethic, are easy to get along with, and enjoy
teamwork. This comprehensive test finds candidates who learn quickly, can handle a large information
load, and make decisions based on complex information.
Simulations - The second employment test we would use would be a Job Simulation test. In this test we
would give the candidates a few generaltasks that would be completed daily. This would give us a look
at how they completed the necessary tasks and if they have the skills and abilities to complete those tasks
at the standard we expect here at G Adventures. These are a category of tests designed to simulate the
challenges or conditions that are typical of the job or types of jobs the candidate will be entering. They
are designed to assess the competency requirements of the jobs and use a rigorous set of rating standards
for assessing candidate performance. i.e create an online job posting using this job description, create 5
interview questions for this position, which candidate would you select for the position from the
information provided
Verbal Reasoning Test - The third test would be a verbal reasoning test. This test allows us to review
the candidate’s communication abilities. This job is comprised of a lot of communication with
department managers,new candidates, and current employees, with this test we will be able to choose
the candidate with the best communication skills for the position. We will be able to evaluate candidates'
communication ability.
Knowledge / Skill / Ability Tests - These are standardized tests using question formats (e.g., multiple
choice, short answer,etc.) that allow the organization to determine whether the candidate has the job-
related knowledge, skill or ability to perform effectively in the job.
16. 15
Letter of Acceptance
93 Dundas Street
Toronto, ON M5A 2V3
October, 30,
2014
Michael Smith
Human Resources Representative
G- Adventures
19 Charlotte Street
Toronto, ON M5V 2H5
Dear: Mr. Smith
I am pleased to inform you that the following news that I have received this afternoon has brought
me great joy in regards to accepting the position as Talent Acquisition for G Adventures.
As we discussed, my starting salary will be $52,000 and medical health benefits will commence after
30 days of employment. In addition, I am pleased to accept your generous offer of the position at G
Adventures. I certainly plan to confirm your trust in my abilities by working hard. The work is exactly what I
have prepared to perform and hoped to do. I am confident that I can make a significant contribution to the
corporation, as well as I am grateful for the opportunity you have given me.
I look forward to meeting you and other members of the department's staff.
Best regards,
Talent Acquisitions
G-Adventures
Please do not reply to this email. All replies will be undeliverable and, as a result, will not reach the Talent
Acquisitions department.
17. 16
Letter of Rejection
Dear John Jamison,
Thank you for applying for the position of Talent Acquisition Specialist at G-Adventures.
After carefully reviewing your application, we have decided to pursue other candidates whose skills and
qualifications more closely align with the requirements of the role.
We encourage you to continue visiting G-Adventures myCareer portal to review job postings and keep
your candidate profile up-to-date. You can also save your job searches and sign up for Career Alerts to
be automatically notified of career opportunities that align with your skills and interests.
We wish you all the best in your job search.
Best regards,
Talent Acquisitions
G-Adventures
Please do not reply to this email. All replies will be undeliverable and, as a result,will not reach the
Talent Acquisitions department.
18. 17
(Candidate Name)
INTERVIEW QUICK REFERENCE AND SCORING
Interview Preparation Checklist
1. Review application materials:
□ Resumé
□ Cover letter
2. Prepare Introductory and Standard Job-Related Questions
3. Prepare the Behavioural-Based Questions section:
□ Review the criteria selection (skills/competencies required)
□ Determine which skills/competencies are most important to the role and select questions
□ Modify the questions to fit the candidate’s experience
□ Develop additional questions, if necessary
□ Prioritize the questions (in case you run short of time)
4. Review the time needed to cover each section of the interview
5. Add up scores to determine qualified applicant
19. 18
Introductory Questions
Can you tell us a little about yourself?
Behavioural and Situational Questions
1. Tell me about a time when you created a recruitment program and completed it
end to end.
Expected Response: Actual Response:
Score /5 Situation/ Task Behaviour Outcome
20. 19
2. What forms of communication do you think are effective to use in the workplace.
Expected Response: Actual Response:
Score /5 Situation/ Task Behaviour Outcome
3. Tell me about a time you used online job posting to effectively hire a candidate.
Expected Response: Actual Response:
Score /5 Situation/ Task Behaviour Outcome
21. 20
Scoring Summary
Change the maximum marks and number/ content of questions as necessary. Transfer scores
from the pages where you recorded the responses.
1 Little or none of the expected responses identified in answers
2 Few of the expected responses identified in answers
3 Some of the expected responses identified in answers
4 Most of the expected responses identified in answers
5 All of the expected responses identified in answers
Max
Mark
Total
Key Background Review
Education
/5
Experience
/5
Other
/5
Technical & Functional Expertise
22. 21
1 2 3
/5 /5 /5
Selection Criteria Required for Role
Problem Solving
Organizing/Creativity
Communication/ Managing
Totals
Minimum Passing Score: Maximum Score Possible: Actual Score:
