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George Brown
HRM4005
RECRUITMENT & SELECTION
Course Outline
2025-2026
Pre-requisite(s)
N/A
Co-requisite(s)
N/A
Prepared by
Amanda Devitt
Approved by
Nadira Singh, Associate Dean
Approval date
Thursday, August 21, 2025
Normative hours
42.00
Applicable Program(s)
Level
Core/Elective
B408 - Human Resources Management
1
Core
B418 - Human Resources Management
1
Core
B428 - Human Resources Management
1
Core
Course Description
Students gain insight into current issues and methodologies used in the recruitment and selection process. Emphasis is on how to align the
recruitment and selection functions with the overall business strategy of the firm. Students learn how to integrate organizational and job
analyses as the foundation of excellence in the recruitment and selection system. Students develop job descriptions and job postings. Particular
concentration is on structured interview techniques with students designing effective situational and behavior description interview questions
with scoring guides, and conducting interviews through role play. Current legislation and legal issues are examined, as well as scientific and
professional standards that affect recruitment and selection procedures. Practical applications of all material are assimilated through cases and
experiential exercises.
Essential Employability Skills
This course contributes to your program by helping you achieve the following Essential Employability Skills:
EES 1
COMMUNICATION: Communicate clearly, concisely and correctly in the written, spoken and visual form that fulfills the purpose and
meets the needs of the audience. (T, P, E)
EES 2
COMMUNICATION: Respond to written, spoken or visual messages in a manner that ensures effective communication. (T, P, E)
EES 4
CRITICAL THINKING & PROBLEM SOLVING: Apply a systematic approach to solve problems. (T, P, E)
EES 5
CRITICAL THINKING & PROBLEM SOLVING: Use a variety of thinking skills to anticipate and solve problems. (P, E)
EES 6
INFORMATION MANAGEMENT: Analyze, evaluate and apply relevant information from a variety of sources. (P, E)
EES 7
INFORMATION MANAGEMENT: Locate, select, organize and document information using appropriate technology and information
systems. (T, P, E)
EES 8
INTERPERSONAL: Show respect for diverse opinions, values, belief systems and contributions of others. (P, E)
EES 9
INTERPERSONAL: Interact with others in groups or teams in ways that contribute to effective working relationships and the
achievement of goals. (P, E)
EES 10 PERSONAL: Manage the use of time and other resources to complete projects. (P, E)
EES 11 PERSONAL: Take responsibility for one's own actions, decisions and consequences. (P, E)
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Assessment Levels —T: Teach P: Practice E: Evaluate C: Culminate
Relationship to Program Competencies
This course contributes to your program by helping you achieve the following Program Competencies:
B408 - Human Resources Management
B418 - Human Resources Management
B428 - Human Resources Management
Assessment Levels —T: Teach P: Practice E: Evaluate C: Culminate
Course Learning Outcomes
When you have earned credit for this course, you will have demonstrated the ability to:
1.
CLO1. Examine how legislative and organizational constraints affect employee recruitment and selection procedures.
• Discuss how recruitment and selection fits into the human resources planning process and aligns with the overall business strategy of the
firm.
• Identify internal and external factors that influence an organization's recruitment and selection strategy.
• Explain the integration of recruitment and selection to organizational, process and job analyses.
• Design recruitment and selection action plans based on workplace scenarios.
• Illustrate how human rights and employment equity legislation impact recruitment and selection policies and procedures.
• Differentiate between discriminatory and non-discriminatory job ads, employment applications and interview questions.
• Formulate methods for non-discriminatory hiring practices.
• Discuss how organizations are managing their diverse workforce to meet their talent requirements, for example, the hiring of skilled
immigrants.
• Analyze the key legal concepts affecting recruitment and selection: direct discrimination, adverse effect discrimination, adverse impact,
bona fide occupational requirement, reasonable accommodation, individual accommodation, reasonable alternative and undue hardship.
2.
CLO2. Use traditional and innovative candidate search methods to obtain an applicant pool.
• Explain methods to identify job specifications and competencies to be used in recruitment advertisements.
• Design an ideal job advertisement for a particular job.
• Compare and contrast the advantages and disadvantages of internal and external recruitment.
• Distinguish among the different recruitment methods and tools available.
• Formulate recruitment strategies that create accurate candidate expectations and assist in achieving a person-organization fit.
• Obtain price quotes for various recruitment mediums.
• Compile and defend your classification of a collection of effective/ineffective and compliant/non-compliant job recruitment advertisements.
3.
CLO3. Develop strategies for screening and selecting candidates that reflect organizational goals.
• Compare and contrast the advantages and disadvantages of using the various screening tools and techniques.
• Distinguish between screening/unstructured interviews and structured interviews.
• Explain how human resource professionals can educate line managers about their human rights and employment equity responsibilities.
• Identify the strengths and weaknesses of different types of performance rating systems.
• Illustrate how to develop and use scientifically sound measures of performance in selection and assessment.
• Differentiate among the various decision-making models used in candidate selection.
4.
CLO4. Select and use appropriate interview techniques based on identified situational requirements.
• Differentiate among the different types of interviews and interview questions.
• Develop effective structured interview questions for particular jobs.
• Design scoring guides to accompany structured interview questions.
• Conduct interviews through role play.
• Identify the benefits associated with an exit interview and discuss questions that could be utilized.
5.
CLO5. Assess the usefulness of the various testing methods used in the selection process.
• Compare and contrast the advantages and disadvantages of the various types of testing procedures.
• Explain how work samples, simulations and assessment centres can be effectively utilized in the selection process.
• Discuss how reliability and validity measures can be used to evaluate testing effectiveness.
• Outline the steps to consider in selecting a test.
• Describe the professional and legal standards that govern the use of employment tests.
• Select the appropriate tests for various workplace scenarios.
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CLO6. Explain the value of employment check procedures during the screening process.
• Distinguish between reference checks and background checks.
• Design questions to be used in a reference check form.
• Outline the reference check process.
• Discuss validity issues related to personal and business references.
Learning Activities
Teaching methods in this course are interactive and require class input and involvement. The course will include lectures, collaborative work,
role play, case studies, presentations, online learning and independent study.
Learning Resources
Recommended:
E-Book (Read & Study Version): Catano, Victor M., et al. Recruitment and Selection in Canada. Eighth Edition, Top Hat eText,
2022. ISBN: 9781774128749
Note – for students that do not wish to purchase the above recommended textbook, they may find useful material on the Open Library
Resource and other sites discussed below.
Online Resources:
Brightspace/D2L - https://learn.georgebrown.ca
GBC HRM Research Guide https://researchguides.georgebrown.ca/c.php?g=490444 – includes links to all HR-related business databases,
magazines, journals, eBooks, dictionaries, reference materials, law, legislation, HR Association links, research help, and streaming videos
including Kanopy and Linked-In Learning which include free videos and webinars/courses on recruitment and selection topics for students and
professors.
Hire Immigrants - www.hireimmigrants.ca - this website is a required resource and is in accordance with our agreement with the Toronto Region
Immigrant Employment Council (TRIEC) and its partners, Maytree, RBC, MTU and the Government of Ontario. This website includes videos,
webinars, research, training tools, cases and articles to supplement the course material. The information enables the students to better
understand the integration of skilled immigrants into the workforce.
Open Library – Recruitment and Selection, First Edition, Melanie Hapke (Fanshaw College) - Recruitment and Selection – Simple Book
Publishing- this open educational resource covers many of the topics covered in the course and for students that do not wish to purchase the
recommended textbook above, they may find it useful.
Ontario Human Right’s Commission Guidelines at all Stages in Employment:
http://www.ohrc.on.ca/en/human-rights-work-2008-third-edition/iv-human-rights-issues-all-stages-employment
Most specifically:
Ontario Human Right’s Commission Guidelines on Setting Job Requirements http://www.ohrc.on.ca/en/iv-human-rights-issues-all-stages-employment/2-setting-job-requirements
Ontario Human Right’s Commission Guidelines on Advertising http://www.ohrc.on.ca/en/iv-human-rights-issues-all-stages-employment/3-advertising
Ontario Human Right’s Commission Guidelines on Designing Application Forms http://www.ohrc.on.ca/en/iv-human-rights-issues-all-stages-employment/4-designing-application-forms
Ontario Human Right’s Commission Guidelines on Interviewing and Making Hiring Decisions http://www.ohrc.on.ca/en/iv-human-rights-issues-all-stages-employment/5-interviewing-and-making-hiring-decisions
**Respondus Lockdown Browser: Professors may choose to use Lockdown Browser (no monitor) for online quizzes/exams. If so, professors will
give at least 2 weeks’ notice to students about this requirement, so that they can ensure that they will be able to meet the software needs etc.
Course Related Information
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Pre-requisites: NONE
Program Information
B408 - Human Resources Management
A maximum of 4 transfer credits are allowed in this program (This requirement supercedes the default college policy)
B418 - Human Resources Management
A maximum of 4 transfer credits are allowed in this program (This requirement supercedes the default college policy)
B428 - Human Resources Management
A maximum of 4 transfer credits are allowed in this program (This requirement supercedes the default college policy)
Department Information
Quizzes and Tests
No aids allowed unless otherwise specified by the Professor. (Refer to the Course Related Information section of the course outline for more
information.)
Late Submissions
Students who are unable to submit an assessment on the due date should discuss the matter in advance with the professor. At the professor's
discretion, late assessments may not be accepted. Where late assessments are accepted, a late penalty will be applied. (Refer to the Course
Related Information section of the course outline for more information.)
Missed Exams
Exemption or deferral of an exam is not permitted except for a medical or personal emergency. The professor must be notified by e-mail prior
to the test. Appropriate documentation, as determined by George Brown College policies, must be provided.
Absence from exams:
Professor must be notified by e-mail before the examination when possible
Documentation must be presented to the professor within three business days.
If the majority of the course work has been completed with a passing performance, and the documentation is acceptable, an "Incomplete"
grade (INC) will be entered by the instructor. An INC grade will not be granted if term work was missed or failed.
The final examination must be written within 60 days of the submission of the incomplete grade. Failure to do this will result in an F grade.
Assessment of Student Learning Policy:
George Brown College is committed to ensuring that all students are provided with an equitable framework to ensure fair treatment with
respect to the conduct and scheduling of formal learning assessments, grading, and handling of student work once an assessment is complete.
Educational Concerns and Complaints Policy:
This policy provides transparent information to the George Brown College community on how program-level and college-wide academic
concerns and complaints will be managed. It is the intent of this policy to ensure that students have access to a clear process that is founded on
fairness, impartiality, accessibility, respect and responsiveness.
For more information about the Human Resource Profession in Ontario please refer to the Human Resource Professionals Association (HRPA)
https://www.hrpa.ca/
College Related Information
ACKNOWLEDGEMENT OF THE TRADITIONAL LAND
George Brown College is located on Treaty 13, the traditional territory of the Mississaugas of the Credit First Nation and neighbouring
Indigenous Peoples who continue to live in the area. Today, this meeting place is still home to many distinct Indigenous peoples from across
Turtle Island. We are grateful to share this land as treaty people who learn, work, and live in the community with each other.
PROGRAM LEARNING OUTCOMES
College programs are designed to deliver program learning outcomes that relate to the unique content of a particular area of study. To review
the specific program learning outcomes for your program, please go to your program page on the George Brown College website at
https://www.georgebrown.ca/
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IMPORTANT PROGRAM INFORMATION
Students are advised to consult program coordinators regarding specific requirements for successfully completing their program, including
adding/dropping courses and other issues that might disrupt their course of study.
RETENTION OF COURSE OUTLINES
Students are expected to retain their course outlines to support learning in the course and for future use in applications for transfer of credit to
other educational institutions.
COLLEGE POLICIES
It is essential that students review all college policies, including Academic Policies available at https://www.georgebrown.ca/policies.
OFFICIAL GRADE RECORD NOTICE
While grades may be posted in various platforms (e.g., the course Learning Managment System, course outline), the official and final grade for
this course is always the one recorded in DegreeWorks. In the event of any discrepancy between posted grades and DegreeWorks, the grade in
DegreeWorks will be considered the accurate and authoritative record. Students are encouraged to verify their final grades in DegreeWorks and
report any concerns to the professor promptly. Please refer to your DegreeWorks Academic Progress Report in STU-VIEW
(stuview.georgebrown.ca).
ACADEMIC INTEGRITY
Academic Integrity is a commitment, even in the face of adversity, to honesty, trust, fairness, respect, responsibility, and courage. Academic
integrity ensures the credibility of our education system, promotes fair assessment, and prepares students for ethical professional practices. Use
of unauthorized assistance in any form of academic work (e.g., assignments, written tests or assessments, portfolios, or any other assessment) is
prohibited and constitutes academic misconduct.
Academic misconduct occurs when a student engages in a breach (such as cheating, plagiarism, or failing to disclose the use of Generative AI)
to try to gain an unfair advantage. Students are required to read and understand the College’s Academic Integrity Policy. If you are uncertain
about academic integrity expectations, including whether the use of generative AI is permitted, please speak to your professor. To support these
principles, professors may request the use of various tools, including text matching software, to detect and prevent academic integrity
violations.
LEARNING RESOURCE COSTS
The learning resource costs webpage provides students with information on the estimated mandatory and optional learning resources for their
program, and their associated costs. Please review the information relevant to this course at the following link:
https://www.georgebrown.ca/learning-costs. Please note that the College is not responsible for any discrepancy between any costs stated on
this course outline and those listed on the learning costs webpage. Students are encouraged to refer to the learning costs resources webpage
via the link above.
Program learning resources, materials and associated costs are subject to change without notice. Students should not purchase any course
materials until directed to do so by program staff or course professors at the outset of their semester and/or course.
Given the dynamic nature of retail pricing, the college does not guarantee the accuracy or completeness of the information provided on the
learning costs’ webpage. Note, also, that these documents do not constitute a representation, offer or warranty.
DIGITAL LEARNING REQUIREMENTS
Students are required to have access to a computer and to the internet. There may also be additional technology-related requirements to
participate in a course, such as headphones, webcams, specialized software, etc. Details on these requirements can be found in the course
outline for each course.
The Library Learning Commons (LLC) has a limited number of devices including laptops and portable WIFI devices to support students; however,
the LLC cannot guarantee access to a device for all students.
ACCESSIBLE LEARNING SERVICES FOR STUDENTS
Accessible Learning Services facilitates academic support and services for George Brown College students with physical, sensory, learning,
medical or mental health disabilities. Delivered in collaboration with academic departments and other service areas, these services are available
to students in all programs at all campuses.
George Brown College is committed to upholding a student’s right to individualized and timely accommodation that promotes dignity,
independence, autonomy, equity, and inclusion for the student. In addition to our current supports, we are working to eliminate barriers by
increasing access to alternate formats, planning accessible buildings and classrooms, enhancing employee training, and adopting inclusive
practices in placement and on campus.
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Only those involved in a student’s accommodation plan shall be alerted to their registration with Accessible Learning Services, and a student’s
registration with Accessible Learning Services will not be identified on the student’s official college transcript and/or graduation documentation.
For more information, please visit the Accessible Learning Services website at http://www.georgebrown.ca/accessible-learning-services/ or call
416-415-5000 ext. 2622 or email letstalk@georgebrown.ca
EQUITY STATEMENT
George Brown College values the diversity of our students, employees, and community partners, and is committed to providing a learning
environment where all people are safe and respected. Comments, behaviours, or interactions that are inconsistent with our values may be a
violation of the following college policies: Sexual Assault and Sexual Violence, Human Rights Discrimination and Harassment, and the Prevention
of Workplace Violence and Harassment. These types of actions or comments are not acceptable and will not be tolerated. The commitment and
cooperation of all students and employees is required to maintain a welcoming environment in which to learn and work.
Support and information are available through a Human Rights Advisor at diversity@georgebrown.ca or the Sexual Violence Response Advisor
at svra@georgebrown.ca
For information on the relevant policies visit https://www.georgebrown.ca/diversity/
Pre-defined Evaluation / Earning Credit
The following list provides evidence of this course's learning achievements and the outcomes they validate:
Exercise(s) (20%)
Any combination of Exercises (In-class, Online, Homework, Discussion Group, Case Studies) and/or Quizzes
Validates Outcomes: CLO 1, CLO 2, CLO 3, CLO 4, CLO 5, CLO 6, EES 1, EES 2, EES 4, EES 5, EES 6, EES 7, EES 8, EES 9, EES 10, EES 11
Assignment(s) (15%)
Assignment #1 - Recruitment Assignment
Validates Outcomes: CLO 1, CLO 2, EES 1, EES 2, EES 4, EES 5, EES 6, EES 7, EES 8, EES 9, EES 10, EES 11
Midterm Exam (20%)
Based on First Half of the Course
Validates Outcomes: CLO 1, CLO 2, CLO 3, CLO 6, EES 1, EES 2, EES 4, EES 5, EES 6
Assignment(s) (20%)
Assignment #2 - Selection Assignment
Validates Outcomes: CLO 3, CLO 4, EES 1, EES 2, EES 4, EES 5, EES 6, EES 7, EES 8, EES 9, EES 10, EES 11
Final Exam (25%)
Comprehensive
Validates Outcomes: CLO 1, CLO 2, CLO 3, CLO 4, CLO 5, CLO 6, EES 1, EES 2, EES 4, EES 5, EES 6
Prior Learning Assessment and Recognition
Students who wish to apply for Prior Learning Assessment and Recognition (PLAR) need to demonstrate competency at a post-secondary level
in all outlined course learning outcomes. Evidence of learning achievement for PLAR candidates includes:
This course is PLAR eligible, please see Program Coordinator/Chair for more information.
Grade Scheme
This course has a “Normal” grade mode, which means a letter grade will be assigned.
The usual passing grade for this course is 50% or D.
For further details, please refer to your Degree Works Academic Progress Report in STU-VIEW (stuview.georgebrown.ca).
Additional information regarding grading for this course may also be found in the “Course Related Information” section of this course outline.
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Refer to the Evaluation System on this outline for information on how marks are distributed. More detailed information on assessments may
also be found in your Course Section document.
George Brown College Grading System:
Letter Grades
Percent Letter Grade Grade Point Value Comments
90-100 A+
4.0
86-89.9 A
4.0
80-85.9 A-
3.7
77-79.9 B+
3.3
73-76.9 B
3.0
70-72.9 B-
2.7
67-69.9 C+
2.3
63-66.9 C
2.0
60-62.9 C-
1.7
57-59.9 D+
1.3
50-56.9 D
1.0
0-49.9 F
0.0
Consistently exceeds course requirements and has a superior grasp of course outcomes.
Consistent performance of course requirements and has a strong grasp of course outcomes
Satisfactory performance of course requirements and grasp of course outcomes.
Inconsistent performance of course requirements and has a weak grasp of course outcomes
Failure to meet course minimal requirements.
Special Grading Symbols (with no GPA value)
Symb
Description
ol
Comments
ATT
Attended-nongranted
Used to denote attendance in a semester where the course is taken over multiple terms.
CM
Complete
Used for courses or workshops that do not lend themselves to evaluation.
NP
Not Passed
Used to indicate that course outcomes have not been achieved for courses that do not lend themselves to evaluation
by the letter grades of “A” to “F”.
P
Passed
Used to indicate that course outcomes have been achieved for courses that do not lend themselves to evaluation by
the letter grades of “A” to “F”.
For additional information on the college’s Grading System, including the complete list of special grading symbols, please see the Office of the
Registrar Policies at georgebrown.ca/about/policies
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