ASSIGNMENT 3 - RECRUITMENT, SELECTION & ORIENTATION PLAN TEMPLATE
Job Title:
Multilingual Medical Health Receptionist
Organization: Hôpital Chauveau
Names of Team Members: Leia Grace Elaine Unarce, Sheila Masangcay, Claris Mariya Benny
We chose the job description prepared by: Leia Grace Elaine Unarce
1.
Target Candidates
a. Review the sample Target Candidate Description.
b. Prepare a detailed description of your target candidates (1-2 paragraphs). Describe the specific
characteristics of the candidates you want to attract (i.e., the experience, KSAs, and other relevant
characteristics).
c. Avoid using language which may discriminate based on any of the protected grounds.
d. Include in-text citations.
The ideal applicant for a Multilingual Medical Health Receptionist will have a Diploma in Health
Information Management or a Certificate in Medical Office Assistant (Glassdoor, 2023). They
will be A1 Level in French, Spanish, and English (Sioux et al., 2023). Having at least one year
of experience as a Medical Health Receptionist (Indeed, 2003) and a certificate in Medical
Office Administration or Health Information Management (Indeed, 2023) is necessary.
Target candidates should have the skills and abilities such as:
Skills:
Demonstrate skills in responding to online/phone appointments and fluent in
French, Spanish, and English, both written and spoken (SimplyHired, 2023)
Effective in organizing patient schedules and ensuring efficient bookings (WowJobs, 2023)
Adept in using computer programs (MS Office, Google Apps) to update patient information
(Workopolis, 2023)
Display positive and respectful relationships with stakeholders (Indeed, 2023)
Provide administrative support to nurses and doctors (Bebee, 2023)
Receptive to constructive feedback (Government of Canada Job Bank, 2023)
Abilities:
The ability to perceive and value cultural differences in a healthcare setting (Indeed, 2023)
Compassionate in assisting clients to improve their overall healthcare experience (Linkedin, 2023)
Utilize autonomous judgment and initiative to manage patient prioritization. (Indeed, 2023)
Ability to work in flexible schedules, including weekends, nights, and holidays (BeBee, 2023)
Ability to adapt to a constantly changing environment (Indeed, 2023)
Ability to handle sensitive information with professionalism (Monster, 2023)
2.
External Advertising Recommendations (Describe where you recommend advertising)
a. Identify three places where you recommend advertising externally to attract the highest number of
target candidates.
b. In the “Where to advertise?” column, list the recommended advertising places in order of
effectiveness. Begin with the place you have determined will be most successful. Hint: Be specific (e.g.,
Use “LinkedIn” instead of “Job websites”).
c. In the “Why are you recommending this?” column, write a rationale for each recommendation based
on best practice, course content, and your research. Explain why you believe each place will be
successful (i.e., yield a high number of target candidates). Include in-text citations.
Where to advertise?
(Be specific)
Why are you recommending this?
(2-3 sentences)
1. Instagram
Instagram is an excellent medium for job postings due to its 1 billion
subscribers specially for international applications.Jobseekers may
conduct quick company searches and share employment
advertisements with others. Instagram promotes the business, and its
direct messaging feature is an excellent method to reach out to
potential prospects, (Berard, 2023).
2. Indeed
Employers may post positions for free on the well-known employment
portal Indeed. Indeed provides companies with a sponsored pricing
model that increases the visibility of their job advertisements. Every
month, the website receives more than 300 million unique visits,
allowing businesses to add "deal-breaker" questions to job postings
and integrated skills assessments, (Indeed, 2023).
3. Job Bank
Job bank is still the most reliable source of information about jobs and
the labor market in Canada, (Job Bank,2023). It is an essential player
in the Canadian labor market, uniting organizations to facilitate
employment and recruitment in Canada. It has more than 12.8 million
job posting views monthly, 270 thousand registered employers, and
100,000 positions published monthly, (Job Bank, 2023).
3.
Recommended Steps in Selection Process
a. Identify your proposed approach for selecting a candidate from your applicant pool.
b. Provide a detailed description of each step in your proposed approach by completing the table below,
following these instructions:
• In the “Recommended Steps” column, list the required steps in your proposed approach.
Hint: Be specific (e.g., state the specific type of interview/questions).
• In the “Who Performs Step” column, list the job title of the person who performs each step and
why they are the most appropriate person to perform the step.
• In the “Rationale” column, explain why each recommended step should be adopted. Provide
support/reasoning based on best practice, course content, or your research.
c. Include in-text citations.
Recommended Steps
(1 sentence for each step)
Who Performs Step
(1 sentence each for each step)
Rationale
(2-3 sentences for each step)
1. Find out information about
prospective employees
through their submitted
application materials, or
resumes, (Peacock et al.,
2023).
HR managers are trained
to evaluate applications
and resumes using non
automated or automated
technologies (Brutus &
Baronian, 2020).
Summarize relevant information
from the application
forms/resumes, such as education,
language certification, and work
experience. Both approaches
acquire consistent information if a
candidate satisfies the minimal
requirements of the job, (Peacock
et. al., 2023).
HR Managers or Business
Managers are experienced
in choosing the applicants
for interviews after
determining whether
applications satisfy the
basic requirements, (Brutus
& Baronian, 2020).
Interviews are essential in the
hiring process and may be
performed by technology-based,
panel, one-on-one, and phone
interviews. It aims to obtain
pertinent data to establish if the
applicant possesses the KSAs
required for effectiveness in their
position in the business, (Peacock
et al., 2023).
The goal of an employment
evaluation is to learn more about
a candidate so that it is possible
to forecast their success on the
job inside the company. These
consist of assessments or
aptitude tests that gauge an
individual's potential, (Peacock et
al., 2023).
2. Administer an
employment interview,
asking precise questions
(structured) or general
and open-ended
questions
(unstructured), (Peacock
et al., 2023).
3. Conduct an employment
evaluation to assess the
jobseekers'
competencies, KSAs,
and other attributes.
(Peacock et al., 2023)
HR managers are
equipped with knowledge
to use a range of
psychological tests, skills
assessments, and job
knowledge to evaluate key
performance indicators
(KSA's), (Brutus &
Baronian, 2020).
Recommended Steps
(1 sentence for each step)
4. Check character
references to learn
about a job candidate's
work ethic and skills,
(Indeed Editorial Team,
2022)
5. Making a job offer to the
selected applicant is the
final stage in the
selection process which
can be done through
email or by letter,
(Brutus & Baronian,
2020).
Who Performs Step
(1 sentence each for each step)
Rationale
(2-3 sentences for each step)
The hiring manager is
experienced in obtaining
character references
throughout the recruitment
process, as well as
contacting the jobseeker's
prior company or
coworkers, (Indeed
Editorial Team, 2022).
It is customary to go over a
candidate's responsibilities and
qualities with a former employer
to assess their fit for the position.
Hiring managers typically gain
more insight into an applicant's
character and teamwork skills
when they interact with their
previous coworkers, (Indeed
Editorial Team, 2022).
A job offer should be made
carefully. Following the right
procedure is essential to
guarantee that the chosen
applicant joins the company with
the terms stated in the offer letter,
including the role, responsibilities,
location, title, pay, benefits, and
company policy, (Making a Job
Offer, 2023).
In big organizations, the
HR practitioner is
responsible for informing
candidates of the final
decision and extending a
job offer; in small
organizations, this
responsibility falls on the
manager, (Peacock et al.,
2023).
4. Minimum Required Qualifications: Screening Chart
a. Review the sample Minimum Required Qualifications: Screening Chart.
b. Prepare a chart to use in your initial applicant screening. List the minimum required qualifications (up
to four) in the table below. Please note the following:
• Only include the basic, “must-have” qualifications that can be screened from a resume, cover letter,
or application form.
• Keep your proposed selection process in mind as you choose items for the screening chart. Will the
proposed application process provide the information needed to assess every item in your
screening chart?
• Remember, if an applicant does not have all the minimum required qualifications, you will screen
out the candidate immediately, meaning they would not proceed to an interview.
• Leave the checkboxes blank; you will use the checkboxes when you screen the applicants.
c. Include in-text citations.
Minimum Required Qualification
Yes
Diploma in Health Information Management / Medical Office Assistant, Certificate, (Glassdoor, 2023)
✔
A1 Level (French, Spanish and English), (Sioux Lookout First Nations Health Authority, 2023)
✔
1 year or more Medical Health Receptionist Experience, (Indeed, 2003)
✔
Medical Office Administration Certificate or Health Information Management Certification,
(Indeed, 2023)
✔
No
5. Sample Interview Questions
a. Write one behavioural based question and one situational based question.
b. Write an example of an excellent response for each question.
c. Include in-text citations.
Behavioural Based Question: (2-3 sentences)
Tell me about a specific situation from your prior position where you had to deal
with a patient/visitor language problem, (Indeed, 2023). How did you resolve the
communication issue, and how did your efforts improve their overall experience and
satisfaction with the assistance they received?
Example of an Excellent Response for Behavioural Based Question: (1 paragraph)
Complete answer with situation, task, action and result is an excellent response to
behavioral questions, (Sweeney, 2023). Example" In my previous job, a Chinese
tourist arrived at the medical desk with his crying son. He talked n Chinese which
we could not understand. I quickly paged a Chinese colleague, opened my Google
Translate phone app to communicate, and discovered that the son accidentally
swallowed a laundry pod. The doctor provided appropriate healthcare since we
know the exact cause of the problem. My Chinese colleague arrived and helped
him how to fill out forms. The father was grateful and gave us a 5-star review on our
social media page with my name on it. After that, I created a list of all staff and the
languages they can speak. Our patients can usually speak in French or English but
that situation taught us to be fully prepared in case similar situation arise again."
Situational Based Question: (2-3 sentences)
Your workstation colleague is on break; imagine a doctor wanting to talk to you
about a patient's recent appointment, (Indded, 2023).There are also two visitors
waiting in line and a ringing phone. How would you prioritize these things?
Example of an Excellent Response for Situational Based Question: (1 paragraph)
Situational questions aim to test your problem solving skills, (Kohler,
2021) .Example "My friendly approach and multitasking expertise will first address
the doctor's inquiry so he can leave and attend to other emergency patients. I will
offer a warm smile and apology to the visitor in line before answering the phone
call. If the call is not urgent, I will ask them to leave a number to call them back
after assisting the visitor waiting in line. If the call is urgent, I will transfer them to
the emergency hot line of the Hospital to properly address their concern. I will then
assist the visitor, with an apology since I kept them waiting. I will ensure that the
visitor receives efficient assistance to compensate for the inconvenience. As for the
phone call, I will call back after the visitor leaves apologize that they waited and will
do my best to address their concern immediately."
6. Skills Demonstration
a. Read the sample Skills Demonstration.
b. Identify 2-3 key skills that you will assess using your proposed skill demonstration.
c. In the “Key Skills and Explanation” textbox, list the key skills and explain why you chose each skill.
d. In the “Skill Demonstration” textbox, provide a detailed description of the skills demonstration. Be
sure to include all the necessary information and materials (e.g., scenario or questions) required to
conduct the skills demonstration. The demonstration should not exceed 15 minutes.
e. In the “Objective Assessment Criteria” textbox, list and explain the objective assessment criteria you
will use to test each candidate’s performance. Include at least one criterion for each key skill. Explain
how you will assess each criterion (i.e., meets expectations or does not meet expectations).
f.
Include in-text citations.
Key Skills and Explanation: (1-2 sentence explanation for each skill)
Multilingual Communication Skills. Daily communication with patients, visitors, colleagues
and supervisor to ensure prompt response to medical situations. A multilingual health
receptionist must demonstrate English, French and Spanish proficiency to communicate
effectively with a diverse patient population, (SimplyHired, 2023).
Organizational Efficiency. Organizing patient and doctor appointment is essential in
healthcare to avoid conflict of schedules. Being organized and attentive to detailed
information is necessary, (WowJobs, 2023).
Adaptability and Multitasking. Healthcare receptionist often work in a constantly changing
environment. The receptionist must be able to adapt and skilled in autonomous judgment
in managing patient prioritization, (Bebee, 2023).
Skill Demonstration: (1-2 paragraphs)
Demonstration: Coordinating and prioritization of medical concerns in a multilingual
environment, (Simplyhired, 2023).
Ortiz (2022) said that a skills demonstration should be provided sufficient materials to
properly respond to the situation. For example, the candidates will be presented with the
following scenario and a copy of the November to February appointment. A copy of
acceptable private insurances will also be given. Candidates will have 20 minutes to
respond to the inquiries using English, French or Spanish. Ortiz, (2022) also mentioned
that a skill demonstration should identify the exact skills needed. An example of this is
written below;
Scenario:
The multilingual healthcare receptionist received an email written in Spanish, requesting
that his appointment on November 20, 2023, be moved to December 1 because of an
urgent travel. At the same time, a foreign intern doctor from the United Kingdom who only
speaks English asks the receptionist to page the son of his patient, who seems to have
wandered around the hospital and may be missing. The phone made a sound, it is a
voicemail from a local French resident in Quebec who wants to ask what private insurance
the hospital accepts.
Objective Assessment Criteria: (1-2 sentence explanation for each criterion)
Multilingual Communication Skills.
Assessment criteria: Presence or lack of clarity, coherence and accuracy of the
candidate's communication in each language, (Indeed, 2023).
Organizational Efficiency.
Assessment criteria: Capability or inability to manage the appointments and reply to
inquiries using the information provided to the candidate, (Workopolis, 2023).
Adaptability and Multitasking.
Assessment criteria:Skilled or lack of skills in handling unexpected challenges. Prioritizing
tasks based on urgency and multitasking, (Bebee 2023).
7. Recruitment Advertisement
a. Choose one of the advertising places you recommended in Question #2 - External Advertising
Recommendations.
b. Identify which place you chose in the space below.
c. Create a sample recruitment advertisement for this job.
d. Ensure your advertisement follows the AIDA formula.
e. Include in-text citations in the space below.
f.
Submit your job advertisement as a separate PDF to the Assignment 3 group submission folder on D2L.
Chosen Advertising Place:
Instagram
In-text Citations:
Hanlon (2023) said that a job advertisement content should adopt on the website culture or
brand. The Instagram post caption about welcoming patients with a contagious smile was
acquired from that idea.
Citations for the Job Qualifications on the job advertisement and benefits;
Sioux Lookout First Nations Health Authority (2023)
Indeed, (2023)
Glasdoor, (2023)
8. Orientation Checklist
a. Read the sample Orientation Checklist.
b. For each timeframe below, list 3-5 items that should be included in an orientation for your chosen job
and organization.
c. Ensure each item listed is concise and precise.
• The supervisor and the new employee reading your checklist should understand each item.
• Items must be specific to the job and organization.
Please Note: Generic items that apply to all employees in all organizations such as "set employee
up in payroll" or “show employee where the lunchroom is” will not receive marks.
d. Include in-text citations.
Timeframe
Orientation Items (3-5 items for each timeframe)
First Day
1. Give information on the organization's policies such as dress code, attendance
(HRIS), and privacy, (Medical Receptionist Onboarding Checklist, 2023).
2. Organize an HR on boarding orientation about the regulations, organizational
structure and culture, objectives, and core values, (Indeed Editorial Team, 2023).
3. Filling out paperworks such as tax, health insurance and essential
documents requiring wet signature, (Indeed Editorial Team, 2023).
4. Provide tour, detailing the location of each department, examination rooms,
and common spaces, (Medical Receptionist Onboarding Checklist, 2023).
5. Set up a meeting with their supervisor to offer a snapshot of the team
culture and welcome them to the team, (Indeed Editorial Team, 2023).
First
FirstWeek
Week
1. Allow new hires to observe expert receptionists to obtain practical expertise
and observe daily tasks, (Medical Receptionist Onboarding Checklist, 2023).
2. Train on phone manners, including how to answer questions, greet patients,
and transfer calls, (Medical Receptionist Onboarding Checklist, 2023).
3. Give access to IT devices, including computer and communication systems,
and healthcare software, (Medical Receptionist Onboarding Checklist, 2023)
4. Instruct the new hire about security precautions, how to manage medical
crises and evacuation procedures, (Andreev,2023).
5. Teach about safety protocols like correct handling of dangerous substances
and infection control, (Medical Receptionist Onboarding Checklist, 2023).
Timeframe
Orientation Items (3-5 items for each timeframe)
First Month
1. Education on patient privacy, HIPAA rules, and the value of protecting
patient data, (Medical Receptionist Onboarding Checklist, 2023).
2. Training on health record software to manage patient details, appointments,
and invoicing, (Medical Receptionist Onboarding Checklist, 2023).
3. Educate on handling insurance claims, processing bills, and confirming
insurance coverage, (Medical Receptionist Onboarding Checklist, 2023).
4. Arrange a one-on-one meeting about the employees job satisfaction or
dissatisfaction, (Andreev,2023).
5. Check in on their development and go over their objectives and
accomplishments, (Indeed Editorial Team, 2023).
9. References
a. Review the sample APA References Page.
b. In the blank space below, create an APA formatted References page. Ensure all the sources you cited in
this assignment are included in the References page, except personal communications.
Note: For this assignment, you do not need to use italics, double-spacing, or hanging indent for your references.
References
Andreev, I. (2023, June 17). Employee onboarding checklist. Valamis. https://t.ly/RhtNh
BeBee. (2023, October 8). Medical Office Assistant/Receptionist, MH&SUS - Anmore, BC, Canada - Fraser Health
Authority. https://bit.ly/3Q8YPP1
Berard, V. (2023). How to Post a Job on Instagram. GrabJobs Pte. Ltd. https://shorturl.at/gMP29
Brutus, S., & Baronian, N. (2020). Human resources management (Canadian Edition). Pressbooks. https://
opentextbooks.concordia.ca/hrmcanadian/
Glasdoor. (2023, October 3). RocklandMD Medical Health Representatives. Bilingual Medical Receptionist. https://
rb.gy/jk1wdw
Government of Canada Job Bank. (2023, September 19). Medical receptionist. https://shorturl.at/tzGL7
Indeed Editorial Team. (2022, September 30). Employee Selection Methods: How to Select the Right Employee.
Indeed. https://t.ly/v7Wcs
Indeed Editorial Team. (2023, January 16). How to onboard new employees with tips. Indeed. https://t.ly/nd7q9
Indeed. (2023, October 4). Solutions auditives annik hearing solutions-casselman ontario | indeed.com. https://
shorturl.at/ivDVX
Indeed. (2023). Betterteam. https://www.betterteam.com/ca/indeed
Kohler, C. (2021, August 16). How to answer situational interview questions. TopInterview. https://shorturl.at/cerB7
Hanlon, A. (2023, March 20). The AIDA model and how to apply it in the real world - examples and tips. Smart
Insights. https://shorturl.at/cABLZ
Making a job offer. (2023). Tutorialspoint. https://t.ly/VJ0tn
Medical receptionist onboarding checklist. (2023). Open Onboarding. https://t.ly/N5Ngo
Monster. (2023, October 4). Medical Receptionist Headlands Research. https://rb.gy/zmzqaf
Organ, C. (2023, May 17). How To Post A Job On LinkedIn For Free In 5 Easy Steps (K. Main, Ed.). Forbes Advisor.
https://shorturl.at/luCPT
Ortiz, S. (2022, June 28). Why Every Hiring Process Should Include A Skills Assessment. Jobillico.com. https://
shorturl.at/kopIK
Peacock, M., Stewart, E., & Belcourt, M. (2023). Understanding Human Resources Management: A Canadian
Perspective (Second Edition). Cengage.
SimplyHired. (2023, September 9). Bilingual Certified Medical Assistant (CMA). http://surl.li/mtvnd
Sioux Lookout First Nations Health Authority. (2023, August 9). Clinic Receptionist/Clerk Interpreter – Ref
#2023-039. http:// surl.li/mtvmz
Sweeney, M. (2023, January 10). How to answer behavioral interview questions. ZDNET. https://shorturl.at/mFNW0
Workopolis. (2023, October 3). Bilingual Patient Reimbursement Specialist-Oakville, ON. https://bit.ly/3LSoVUa
WowJobs. (2023, October 1). Adjoint(e), Services linguistiques | Assistant, Linguistic Services. http://surl.li/mtvkk
Your career starts here. (2023, September 28). Job Bank. https://www.jobbank.gc.ca/aboutus
Appendix A
Sample Target Candidate Description
A sample target candidate description for a Human Resources (HR) Advisor:
The target candidate for the job of HR Advisor will have a diploma in HR and have at least 2 years’ experience
as an HR Assistant or HR Coordinator (WestCorp Solutions, 2023). They will have foundational knowledge of all
areas of HR and be committed to further learning and developing their HR competencies; working towards, or
an interest in obtaining, the CPHR designation is ideal. Target candidates for this job will:
• Demonstrate the highest level of ethics and respect for privacy and confidentiality (Alis, 2023)
• Be an excellent verbal and written communicator (ESDC, 2021)
• Possess excellent teamwork and collaboration skills. (A. Drew, personal communication, July 11, 2023)
• Prioritize building effective working relationships (WestCorp Solutions, 2023)
• Value and demonstrate tact and diplomacy (Alis. 2023)
• Have strong attention to detail and accuracy (WestCorp Solutions, 2023) and the ability to multi-task
and adjust priorities as needed
• Be highly organized and responsive (ESDC, 2021)
Appendix B
Sample Minimum Required Qualifications: Screening Chart
A sample screening chart, including minimum required qualifications, for an HR Advisor:
Minimum Required Qualification
Diploma in Human Resources (ESDC, 2021)
Two-years of experience in an entry-level HR role (WestCorp Solutions, 2023)
Yes
No
Appendix C
Sample Skills Demonstration
A sample skills demonstration for an HR Advisor:
Key Skills and Explanation
•
Written communication (ESDC, 2021)
o
•
Accuracy (WestCorp Solutions, 2023)
o
•
An increasing amount of workplace communication is written, e.g., emails, instant messages,
chats during online meetings. An HR Advisor must have excellent written communication skills
and the ability to ensure the tone of written communication is appropriate for the recipient(s)
and situation.
Providing accurate information is critical for HR professionals. Employees rely on HR to
accurately covey information from many sources.
Tact and diplomacy (Alis, 2023)
o
HR professionals are frequently involved in stressful and difficult employee situations. Being
tactful and diplomatic is essential.
Skill Demonstration
Demonstration: Preparing a Written Response to an Employee
Candidates will be given the following scenario and a copy of the Casual Sick Leave policy. Candidates will
have 15 minutes to prepare an email response to the employee.
Scenario:
The HR Advisor has received a voicemail from an employee who is frustrated by the company’s casual sick
day policy. The employee seems to think that casual sick days cannot be used to care for a sick child. The
policy does in fact allow this, so it appears the employee has misunderstood what they read in the policy.
The employee works the late shift and the HR Advisor works the early shift so it isn’t possible to speak to
the employee in person or by phone.
Objective Assessment Criteria
•
Clear, concise communication
o
•
Accuracy
o
•
Assessment criteria: Meets workplace standards for written communication or does not meet
Assessment criteria: Provides correct information/provides incorrect information from policy
(Alis, 2023)
Tact and diplomacy
o
Assessment criteria: Is tactful/is not tactful when explaining the employee has possibly
misunderstood the policy
Appendix D
Sample Orientation Checklist
A sample orientation checklist for an HR Advisor:
Timeframe
First Day
Orientation Items (3-5 items for each timeframe)
1. Provide log-in credentials for HRMIS
2. Provide email signature template and show how to add to Outlook
3. Introduce to floor warden and show where the HR department’s muster point is
(British Columbia, 2022)
First Week
1. Half-day shadowing Recruitment Specialist (WestCorp Solutions, 2023)
2. Explain the communication tools used and when to use each tool (e.g., use Slack for
quick questions; use email for detailed information/questions)
3. Complete Information Security online training module (British Columbia, 2022)
First Month
1. Attend meeting of Joint Occupational Safety and Health Committee
2. Participate in one department recruitment and selection process
3. Complete Records Management online training module
Appendix E
Sample APA References Page
References
British Columbia. (2022). Virtual onboarding for managers and supervisors.
https://www2.gov.bc.ca/gov/content/careers-myhr/managers-supervisors/set-up-employee/virtualonboarding
Alberta. Ministry of Seniors, Community and Social Services. (2023). Occupations in Alberta - Human Resources
Professional. https://alis.alberta.ca/occinfo/occupations-in-alberta/occupation-profiles/humanresources-professional/
Employment and Social Development Canada (ESDC). (2021). 11200 – Human resources professionals.
https://noc.esdc.gc.ca/Structure/NocProfile?objectid=tF97t0xNCX6e%2B0XlgLQnmoG8R%2FsaUvU3JBY
vz3LY%2FCk%3D
Employment and Social Development Canada (ESDC). (2021). 14102 – Personnel clerks.
https://noc.esdc.gc.ca/Structure/NocProfile?objectid=jqIhlS7NOTurzCEd5evfRcyLsSR8B%2FHZ1mIeuBX
MOlI%3D
Gharibian, G. (2022, September 12). How HR can set the tone for the best possible employee onboarding
experience. PeopleTalk Online. https://peopletalkonline.ca/how-hr-can-set-the-tone-for-the-bestpossible-employee-onboarding-experience/
WestCorp Solutions. (2023, May 15). HR Assistant | indeed.com.
https://ca.indeed.com/jobs?q=HR+Assistant&vjk=7dbb26fa1f2b7800&l=canada&=&aceid=&gclid=Cj0KC
QjwsIejBhDOARIsANYqkD3KW_ZhUNXM0ZgSXQ8fL9ORVErb8ht7nL9i2k8OVHguWO6bsPwMN0aAi_iEALw_wcB&gclsrc=aw.ds&from=mobRdr&utm_source=%2Fm%2F&
utm_medium=redir&utm_campaign=dt&advn=941057429998322
Peacock, M., Belcourt, M., & Stewart, E. B. (2023). Understanding Human Resources Management: A Canadian
perspective (2nd ed.). Cengage Canada.