Assignment: Talent Acquisition Specialist

Over view

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. G Adventures 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 : G Adventures is not your average travel company. 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 –

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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.

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Job Description

Title: Talent Acquisition Specialist

Location: Toronto

Salary: 50k – 60k

Employment type: Full-time

Main Purpose of Talent 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

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Performance:

Successful job 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

Reporting Relations:

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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

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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 successful candidate 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.

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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.

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G Adventures Facebook Post for Talent Acquisition Specialist

To apply this position, please contact: info@gadventures.careers.ca

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G Adventures Instagram Post for Talent Acquisition Specialist

To apply this position, please contact: info@gadventures.careers.ca

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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 successful candidate recruitment:

Are you organized enough to work with little supervision and still be productive?☐Yes ☐No

How many years of experience do you have as a Talent Acquisition Specialist?

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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?

Reference Checking

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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?

6. How well did the candidate work in a team?

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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.

Employment Testing

Personal Style tests – The first employment test we would use would be a personality test. This would

test the applicant and reveal their character traits and personality patterns. With this knowledge we could

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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 general tasks 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.

Letter of Acceptance

93 Dundas Street

Toronto, ON M5A 2V3

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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.

Letter of Rejection

Dear John Jamison,

 

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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.

(Candidate Name)

INTERVIEW QUICK REFERENCE AND SCORING

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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

Introductory Questions

Can you tell us a little about yourself?

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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

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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

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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

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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:

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