Multiple mini interviews a version of the speed

This preview shows page 37 - 40 out of 42 pages.

Multiple Mini- Interviews - A version of the speed interview where applicants participate in a circuit of 12 eight- minute interviews with 12 different inter- viewers at 12 different interview stations. LESSON 11
Talks briefly about law and unions Common law rights of employers: Work and remuneration. An employer is required to provide an employee with the work and wages that the two parties negotiated. Notice of termination. Employment relationships are normally considered to be for an indefinite period of time unless otherwise contracted. An employer wishing to terminate the contract must normally give the employee reasonable notice of termination (or pay in lieu of the notice). A safe worksite. Under the common law, employers are required to provide reasonably safe working conditions. Common law obligations of employees: Obligations of good faith and fidelity. An employee must act in a manner that is consistent with advancing the employer’s business interests, and cannot act in a way that undermines the fundamental trust relationship that exists—for example, by stealing from the employer. The duty to obey. Once employed, the employee is the employer’s to command. While there are common law and statutory limits on what an employer can demand of an employee, generally speaking, the employee must obey lawful commands of the employer. The obligation to perform work competently. An employee must normally be able to competently perform the duties assigned by the employer. Gross incompetence or repeated failure to perform work in a satisfactory manner will void the employment contract. Rules for employers when there is a union (before hiring): During hiring, employers may not question a prospective employee about union affiliation. It is an unfair labour practice to refuse to hire because of union membership or to ask about union membership during the selection process. Employees may not screen employees for union attitudes Rules for employers when there is a union (after hiring): failure to renew an employee’s contract of employment or avoiding bargaining with the employee’s certified bargaining agent. dismissing employees for their participation in an organizing drive. exercising management rights for any purpose that affects an employee’s or a union’s rights under labour legislation. LESSON 12 Satisficing - Making an acceptable or adequate choice rather than the best or optimal choice. Some organizations hire for organizational fit, which is reasonable if employees will be promoted or moved quickly. Promotions should be treated like selection decisions. Selection Errors
Implicit theories - Personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness. False positive error - Occurs when an applicant who is assessed favorably turns out to be a poor choice.

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture