Traduction de «Hiring interview » (Anglais → Français) :

hiring interview [ job interview | employment interview | application interview ]

interview | employment interview | hiring interview | selection interview | job interview

job interview | interview | employment interview | hiring interview | selection interview

Monthly Report on Interviewer Hirings & Separations

hire a person | hire experienced people | hire human resources | hiring persons

hiring hall | central hiring hall | union hiring hall | general hiring hall | hiring office

separation interview | exit interview | termination interview | leaving interview | severance interview | gate interview

structured interview [ standardized interview | guided interview | directed interview | patterned interview | structured selection interview ]

transport for hire or reward (1) | carriage for hire or reward (2) | common carriage (3)

summary interview | summary hearing | short interview

Then again, when I was hiring teachers, I interviewed both Aboriginal and non-Aboriginal, and I did not hire based on the colour of their skin but on their curriculum strength in literacy. In our school, there are two Aboriginal teachers and four who are not.

(Return tabled) Question No. 846 Hon. Stéphane Dion: With regard to Rights and Democracy, provided that if identifying an individual by name is impossible on privacy grounds, he or she would be identified by a number: (a) what are all the positions that were filled by appointments or contract awards made by the Conservative government since 2006, within or outside the organization, but which deal directly with the organization (e.g., private investigators), specifying at what time each position was created and what justified its creation; (b) where do those positions fit in the organization's hierarchical chart and, when outside the organization, what is their relation with the organization; (c) what criteria did the government use to sel ...[+++]ect candidates for each of those positions, and how were those criteria determined; (d) who were the individuals or firms appointed to fill each of those positions; (e) who were the other individuals or firms that were interviewed or considered by the government for those positions; (f) which of the individuals identified in parts (d) and (e) have (i) held contracts awarded by, (ii) worked for, (iii) volunteered for, or (iv) run for a federal political party, identifying the position held and work done, the timeframe in which it took place and the name of the party; (g) which of the individuals identified in parts (d) and (e) have held governmental appointments in the past, identifying the position held and work done, the timeframe in which it took place, and the name of the appointing political party, Minister, or public office holder; (h) who were the Rights and Democracy employees who left the organization since January 2006, specifying at what date they were hired, what responsibilities they had within the organization, where they fit in the organization's hierarchical chart, at what date they left and the reason for their departure; (i) who were the individuals hired by Rights and Democracy, internally or as subcontract ...

Gender segregation in recruitment and hiring processes play out in a number of consecutive stages: the way how potential applicants are informed and attracted to positions, then the interview, the receipt of a job offer, and the quality of the received offer, i.e. the starting salary and benefits offered.

The simple logic, like it or not, is that if it costs more to hire women, then fewer women will be hired, despite the rules that prevent employers from mentioning gender in job advertisements and interviews.