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The Recruitment & Selection Process of The Canadian Armed Forces Vs. Scotiabank

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Introduction

´╗┐Introduction The Canadian Forces is a federally funded, crown organization in charge of our country?s defense and freedom (can add more detail for each organization. i.e. brief history). Scotiabank is one of the five largest financial institutions in Canada, and is a name many people recognize and trust. These two organizations are very different in many ways such as how they are managed, funded and even perceived. The goal of this report is to detail each organization?s recruitment and selection processes, and then compare them in terms of similarities and differences. The Canadian Forces Recruitment The Canadian Forces use a variety of tools to attract and retain its members. In the eyes of the world and Canadians a like, the CF are portrayed as an efficient and effective group of professionals. They achieve this by demonstrating, professionalism, courage, honesty, loyalty and respect. Using employer branding as a recruitment tool they promote these core values and benefits to attract eligible Canadians. Employer Branding: The Canadian forces use employer branding to attract Canadians who are fit for duty. In doing this they have made available a wide array of benefits for their soon to be members. These benefits include training, health and dental care, vacation, pension, maternity leave, personal support, leisure time and moving cost[1]. The CF also has in place a great education benefit program. This program offers paid tuition and books; in return they will expect that you serve 2 months for every month of education they have paid for[2]. Many benefits in the personal support section are aimed at making the lives of military families easier. The CF understands that the loyalty and professionalism demonstrated by the member would not be made possible without the support of that member?s family. Offering benefits to the member?s family is crucial in retaining that member. The following is a list of benefits offered to family members: 1. ...read more.

Middle

They insist all potential employees partake in the screening to confirm personal trustworthiness and for the protection of their equipment. The CFNRCC will verify the applicants: personal information, education qualifications, professional credentials, criminal record, credit history, and employment history. The reliability screening consists of filling out: a Personnel Screening/ Consent/ and Authorization Form, and a Personal Data Verification Consent Form[18]7. Throughout these two screening forms The Canadian Forces gets the applicant to provide the contact information of 5 personal references (These people cannot be related to you and must have known you for at least five years, and you must have their permission to use them as references) along with information pertaining to any legal obligations (ex: probation), and any personal debt a person may have[19]7. Any applicants who have ever lived outside Canada, or have an immediate family members who currently live outside of Canada, must fill out a Pre-Enrollment Security Clearance Pre-Assessment Questionnaire and be able to readily provide information regarding the past 10 years. This information is used to verify if an applicant needs a Security Clearance Assessment (issued by the Government of Canada); this process can take 6 to 18 months to complete. The Canadian Forces is strict and sensitive to the privacy of applicant?s information, the information provided as part of the application process, as well as the identity of the sources, is protected under the Government of Canada?s Access to Information Act and the Privacy Act[20]8. Step 3 & 4: Selection Testing (Aptitude Test & Medical Examination) After the Preliminary pool of applicants have passed the reliability screening, they are now ready for The Canadian Forces version of selection testing; the aptitude test and a medical examination. According to the Canadian Forces website, ``The Canadian Forces Aptitude Test is used to determine which military occupation is best suited for you. The test is designed to test your verbal, spatial, and problem-solving skills``[21]9. ...read more.

Conclusion

All our focus is on customer service. If an individual has a university degree or comes across in an interview as reasonably intelligent, we can teach them everything they need to know. We interview and hire based on behavioral competencies. You would be asked how you would handle a particular scenario, and how would you respond to a particular customer service situation[48]?. After the phone interview, Scotiabank?s HR representative (normally a Manager of Staffing and Recruiting) evaluates how each candidate replied to the structured questions that were asked, while keeping in mind all of the responses from unstructured questions. After each candidate?s potential has been evaluated, the HR representative contacts each success full applicant for the next step of the selection process: selection testing. Step 3 (Selection Testing-Aptitude Test) After the preliminary phone interview, the successful few applicants who have moved on to the next step of the process are called by a Scotiabank HR representative to set up a date for an online or onsite computer based aptitude test which measures specific skills related to the position being applied for. This test is consistent in its content therefore it gives it Reliability. Seeing as the test is position-specific, it also provides Validity. Step 4 (Selection Interview) Those suitable for the position in question are contacted and invited for a single or sometimes panel interview. The interview itself follows a semi-structured technique and is often times split into two separate interviews; a one-on-one interview by an HR representative followed later by a panel interview made up of supervisors and managers. They ask unstructured, behavioral, questions to assess a candidate?s general knowledge and job skills, along with, structured, behavioral and situational questions that assess a candidate?s potential knowledge of the position applied for. Most of the questions come from a manual prepared for the HR department and are reviewed on a periodic basis. Step 5 (Reference Checking) Following the interview a reference check consent form is given and filled out. ...read more.

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