please answer the questions given in the case study.

thankyou

. . . ASE STUDY TO CHECK OR NOT TO CHECK? HIRING A COMMUNICATIONS DIRECTOR AT WILFRID GLASS "What's the point" asked the President of Wilfrid Ability to present relatively difficult material in an Glass, a Canadian-based manufacturer of glass with easily understandable manner, a dominant share of the international market, to her Ability to provide effective coaching to senior offi- Director of Human Resources. The two Wilfrid Glass cers for improving their presentation skills, executives were finalizing their plans to present a job Ability to motivate others to embrace and execute offer to a candidate for the newly created position of corporate policies, and "Director of Communications and they were debating Ability to manage the communications budget for whether to conduct a reference check. The President the company repeated her question, "What's the point? I mean any time you call a reference all they say is how wonderful The President summarized the situation with the person is. And we don't have any time to spare the following statement, "Well, we need to make a because our top candidate has already indicated that decision here, should we conduct a reference check she has another job offer. If we wait to conduct het or not? And we haven't even discussed a background reference check, then we might risk losing her." The check yet. We need to make some decisions." As Director of Human Resources responded, "That's all the Director of Human Resources, you will need to true and oftentimes the references will only verify the make a recommendation to the President regarding person's position and length of service, which I guess this situation isn't very helpful." The Director of Communications will be respon QUESTIONS sible for both internal and external communications for 1. What are the reasons for and against conducting the company, including writing corporate newsletters 2 reference check in this situation? Should they communicating with the press in a public relations func- tion, coaching senior officers on ways to improve their .conduct a reference check presentation skills, communicating corporate directions 2. Should they also conduct a background check on and policies to employees verbally and in writing, and the candidate being offered a job? soliciting news from employees for reporting in corpo 3. Should background checks be made before a can- rate newsletters to enhance cohesiveness and morale didate receives a job offer? If so, how can compa- The other qualifications and requirements associated nies avoid obtaining information that may be used with the Director of Communications job description to discriminate against the candidate? e as follow 4. If you discover that the job applicant has a crim- Fluency in both written and spoken French inal record, can you then disqualify that candidate and English solely on that ground and without fear of violating that candidate's human rights? Excellent verbal and written communication skills Ability to manage interpersonal conflict. 5. Would it be worthwhile to conduct an Internet Ability to work under tight timelines, with mal search to see if there is any other information that can be found on this candidate? Are there any tiple conflicting demandes risks with this type of information scarch? Ability to plan and organite: Ability to solicit Information and cooperation 6. Based on the Director of Communications job from others and to overcome personal obstacles, description from the case, which of the qualifica- tions and requirements can and should be assessed Ability to extract relevant information from an during the screening process? Be sure to explain abundance of reports and to summarize it your reasoning 100 Recrutent and Selection in Canada