1. CANDIDATE SOURCING & SCREENING
HRM 2204- Recruitment and Selection
November 4, 2016
Tawnya Foster

2. Part one Identifying Recruitment Sources
To recruita recruitmentandselectionanalystforWow Cosmeticsshopwe have decidedtopost
our jobopeningona jobboard such as Monster,Indeedor Workopolis;Usingsocial mediasuchas
Facebook;andjobservicessites cateredtonew graduatesof college anduniversity suchasTalentEggto
findthe mostnumberof qualifiedcandidatestofill the position.
Jobboards suchas Monster,IndeedandWorkopolisare relativelyeasytopostonand tendto
be one of the firstplacesthat manypeople gotowhentheyare searchingfora job.Thismakesit sothat
we couldgenerate alarge pool of applicantsina shortamountof time.OnMonstertheycharge $605
for a standardad that is thirtydaysinduration (Monster,n.d.).If we wantedalongerad periodwe
couldpostit for sixty daysfor$625 (Monster, n.d.). AnotherverypopularjobboardisIndeedwhere we
can post a job openingforfree and pay money tohave the post higherupinthe search (Indeed,n.d.).
JobpostingsonIndeedcanrange inprice and are basedonhow manyclicksthe postinggetsas well as
the budgetof the businessthatwantstoposton the site (Indeed,n.d.).The thirdjobboardthat the job
openingcouldbe postedonisWorkopolis.Theyofferabasicjob postingfor$595 or an enhanced job
postingfor$745 whichincludesresume screening,andhavingthe postingfeaturedclosertothe top of
the search results (Workopolis,n.d.).ForourrecruitingandselectionanalystatWow CosmeticsShop
the bestsite to postour job openingwouldbe indeedbecause itoffers flexibilityincost, differenttime
periodsforthe posting andisone of the most commonjobboards thatpeople goto whentheyare
lookingfora job.
Social Mediasitessuchas Facebookcan be a goodrecruitingmethodtogeta high numberof
people tonotice the postingfora relativelycheapamountof money. Specifically, aFacebookposting
allowspeoplewhofollowthe storespage tosee the jobopening anda promoted Facebookpost would
be consideredan ad that targetspeople inthe local area.Creatingthe jobpostingonFacebookviathe
company’swall isfree because Facebookdoesn’tcharge anymoneyfora companyto have a company
page on theirsite aswell astheydon’tcharge the businessanymoneyforwhattheyposton the site.
The postingitself wouldbe seenbypeople whofollow the companiesFacebookpage andcouldinclude
a linkto a jobboard or othersource that the jobwaspostedon.If Wow CosmeticsShopwantedto
promote the Facebookpostitwouldcost thema bitof moneydependingonhow longtheywantthe
postpromotedforand howmany people, theyplanon targeting.Facebookadsite statesthatan ad on
Facebookcouldrunfor a little at$5 (Facebook,n.d.)makingitacheapway to promote the job opening.
Since manypeople are onFacebookalongwithsome personal informationthe promotedjobposting
can alsobe targeteda loteasieratthe people whohave the qualificationsthatwe are lookingforat
Wow CosmeticsShopresultinginabetterapplicantpool.
Since we are lookingforanentrylevel recruitmentandselectionanalystpositionatWow
CosmeticsShopwe are lookingforpeople whoare enteringthe careerof HumanResources.Specifically
gettingapplicantswhohave justrecentlygraduatedfromapost secondaryprogramrelatedtoHuman
Resourceswouldbe the typesof applicantsthatwe are lookingfor.These typesof applicantswould
possesthe knowledge skillsandabilitiesneeded toperformthe jobbuthave not gainedalot of
experience inthe fieldthereforetheywouldbe lookingforanentrylevel position.A recruitmentsource
that issomewhatlike ajobboard butis targetedtowardsnew graduates wouldbe asite calledTalent
Egg. We couldpostour jobpostingonthis site sothat we couldtargetour specificaudience thatwould
be qualifiedenoughtoholdthisposition. The costof postingonTalentEgg wouldcost $387 fora sixty-

3. day postingandwouldinclude anapplicanttrackingsystemforthe durationof the posting (TalentEgg,
n.d.).Many othercompaniespostentrylevel positonsonthissite forpeople whohave justrecently
graduatedfrompost secondaryschool therefore itwouldbe agoodplace to postour recruitmentand
selectionanalystjobopeningsothatwe could attract new graduatesthatare eagerto gain experience.
Overall WowCosmeticsShopplans touse external internetsourcessuchasjobboards,
FacebookandTalentEgg to generate a large applicantpool of people whoare qualifiedtofill thisentry
level positon. The jobopeningisgoingtobe targetedtopeople whoare recentgraduatesof a human
resourcesrelatedprogramandpeople whohave workedinacustomerservice role preferablyinretail.
Part two Creating Screening Activities
The firstand mainscreeningactivityWow CosmeticsShopplans touse toscreenapplicantsthat
are applyingforthe entrylevel positionof recruitmentandselectionanalystwouldbe to getapplicants
to fill outan application blank outliningtheirexperience,educational background, andtheirfuture
goals.Thiswouldallowforthe managerwhoare viewingthe applicationstohave anideaif the
applicantsmeetthe minimumrequirementsforthe job before lookingatthe resume andcover letter.
The second reasonthe applicationblank wouldbe beneficialisbecause there are people whoexcaudate
the truth or lie ontheirresumes.The application blank wouldverifythatwhattheyare sayingistrue
because the applicantsmustacknowledge thiswhentheyreadadisclosure andcheckoff a box
indicatingthatthe informationiscorrect. The thirdreasonthe applicationblankisthe bestscreening
tool is because itasksthe same questionstoeverycandidate thereforethe managerlookingthroughthe
applicantpool caneasilycompare candidatesbasedonhow theyansweredthe questions.Incontrastif
the hiringmanagerfor WowCosmeticsShopdidn’tuse anapplicationblankratherjustaskedapplicants
to provide theirresume andcoverletter onlyitmaybe harderto assesif eachcandidate hasthe
minimumrequirementsneededforthe job. Thiscouldleadtoscreeningthatcompilesabunchof
applicantsthatpass the screeningbutwouldnotbe goodforthe jobwhichisknownas a false positive
or a bunchof candidatesthatfail the screeningbutwouldbe goodforthe job knownasa false negative
(Catano,Wiesner,&Hackett,2015). Overall havinganapplicationblankhelpstoensure thatthe
candidateshave the minimumrequirementsneededforthe jobaswell asitensuresthatthe best
candidate receivesthe jobwithWowCosmeticsShopasa recruitmentandselection analyst.
Afterthe applicantpool,hasbeengeneratedandsortedthrougha bita second screening
activitythatcan be usedto furthernarrow downthe candidatesonce the applicationsblankshave been
reviewedistodoa screeninginterview.Thiswouldallow candidates tomeetwiththe hiringmanagerat
Wow CosmeticsShopandexpandoninformationthatwasprovidedonthe applicationblank.The
screeninginterviewisalsoanopportunityforthe hiringmanagertogeta feelingof whattheyare like in
person;notjuston an applicationblank,resumeandcoverletterandassesif theyare goingto be the
rightfitfor the organization.A screeninginterview alsoallowsthe candidate toaskquestionsandasses
if theywouldbe the rightfitfor the position.Duringthe earlystagesof the selectionprocessitis
possible tohave afewfalse positiveresultsduringthe initial screeningactivitythereforebyhavinga
screeninginterviewwill helpeliminate the chance of havingthatkindof outcome. The screening
interview shouldalsohelpshrinkyourcandidate pool toafew people thatare qualifiedforthe job,a
goodfitfor the companyand are interestedinthe position.

4. Wow Cosmetics Shop Recruitment and Selection Analyst Position Application Blank
Personal Information
FirstName _______________ Last Name ______________
Address__________________________ City___________ Province___________ Postal Code ________
Phone number( )_____-_______ Email_______________________
Are you legallyable toworkinCanada?Yes________ No________
Have you everbeenconvictedof acrime where apardon has notbeengranted?Yes______ No______
If yes,please explainthe conviction(aconvictiondoesnotspecificallydisqualifyyoufromthe position)
_____________________________________________________________________________________
Work Experience
Have you or do youcurrentlyworkfor Wow CosmeticsShop?Yes_______ No______
If Yes, please provideinformationonyourrole,how longyouworkedwithusand whichlocationyou
workedat.
_____________________________________________________________________________________
_____________________________________________________________________________________
Please provide yourworkexperienceincludingplacesyouhave worked,positionsyouhave held,onjob
responsibilitiesandhowlongyouheldthe positonfor.
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Please provide volunteerexperience includingthe organizationyouworkedfor,responsibilitiesyouheld
and howlongyouvolunteeredthere.
_____________________________________________________________________________________
_____________________________________________________________________________________
Education Background
Please provide uswithknowledge onhighestlevel of educationcompletedincludingprogramof study.
_____________________________________________________________________________________
_____________________________________________________________________________________
Didyour program provide aplacement?Yes________ No_______
If yes,please explainwhereyourplacementwas,the rolesandpositionheldatthe fieldplacement.
_____________________________________________________________________________________
_____________________________________________________________________________________

5. Skills
Please describesome of yourbestskills.
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Please indicate yourknowledge onascale of 1 to 5 of Microsoftoffice 2016 includingoutlookmailbox,
word,excel andPowerPoint.(1meaningnoknowledge,5meaningveryknowledgeable)
1 2 3 4 5
Pleasindicate yourknowledgeonascale of 1 to 5 of jobboards andsocial mediawithrelevance to
recruitingpractices.(1meaningnoknowledge,5meaningveryknowledgeable)
1 2 3 4 5
If you were toanswerthe phone ina professional settinghow wouldyouanswerit?Please indicate the
directdialogyouwoulduse whenansweringthe phone inthe situationthatsomeone istryingtolearn
more about opportunitieswithinWowCosmeticsShop.
_____________________________________________________________________________________
_____________________________________________________________________________________
What Knowledge,skillsandabilitiesdoyoubringforththatwouldmake youthe bestpersonto workfor
Wow CosmeticsShopasa RecruitmentandSelectionAnalyst?
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Disclosure
Please answerthe followingquestionshonestlyandtothe bestof your knowledge.Duringthe
applicationprocessoranytime afterthe applicationprocessapplicantsthatdidnotprovide fullyhonest
answerscouldpotentiallybe disqualifiedfromadvancing inthe selectionprocessorcouldbe terminated
fromemployment.
I hereby state thatall my answersare honestandto the bestof my knowledge (please checkthe box)

6. References
Catano,V.,Wiesner,W.,& Hackett,R. (2015). Recruitmentand Selection in Canada (sixthed.).(M.
Belcourt,Ed.) NelsonEducation.
Facebook.(n.d.). Easy and EffeectiveFacebookAds.RetrievedfromFacebookBusiness:
https://www.facebook.com/business/products/ads/
Indeed.(n.d.). Indeed foremployers.Retrievedfromindeed.com:http://ca.indeed.com/hire/pricing
Monster.(n.d.). MonsterStandard Job Ad.RetrievedfromMonster.ca:
http://hiring.monster.ca/recruitment/JobsWithCareerAdNetwork.aspx
TalentEgg. (n.d.). TalentEgg foremployers.Retrievedfromemployers.talentegg:
https://employers.talentegg.ca/
Workopolis.(n.d.). Picka positng thatworksforyou.Retrievedfromworkopolis.com:
http://hiring.workopolis.com/solutions/post-a-job/?utm_expid=114600838-
5.nZpWqRaLQ9OOuUzv-coF9Q.0&utm_referrer=https%3A%2F%2Fwww.google.ca%2F
Part Criteria Marks Comments
Part 1  Identificationof three
separate anddistinct
recruitmentsources(3
marks)
 Providesjustificationfor
selectedsourcesincluding
whysourceswere chosenand
whyit isbelievedthe sources
will generate apool of
applicantswiththe KSAOs
requiredforthisrole (3
marks)
 Includesapplicable costfor
each sourcingmethod
9/9 Great jobTawnya – you chose
appropriate recruitment
sourcesfor your
position/organization.

7. ensuringthatsources
selectedwouldbe budget
appropriate fora small retail
company(3 marks)
Part 2 A. Creationof one screening
activitytobe usedtonarrow
the applicantpool – activityis
unique tothe organization
and positionbeinghiredfor
(6 marks)
B. Descriptionof whythe
screeningactivitywaschosen
and howit meetsthe criteria
of an effective screeningtool
referencinginformationfrom
the text(5 marks)
C. Descriptionof anadditional
screeningtool andrationale
for choice (2 marks)
13/13 Excellentsectionagain –you
appropriatelycustomizedyour
applicationblankforWOW
cosmeticsandexplainedclearly
whythisscreeningtool would
helpyouidentifycandidates
withthe minimum
qualifications.
Format  Title page/Word/double-
spaced(1 mark)
 ReferencedusingMLA/APA
format(2 marks)
3/3
Deductions Up to 10% deductedfor
spelling/grammar/late
submission
Total 25/25 Excellentwork!