Explain the concept of b.f.o.r. in canada

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Reference no: EM133406605

Case Study: Coleman & Sons Inc. works in the fashion industry, under provincial jurisdiction. They've had several legal problems in the past, and hired your as a Human Resources consultant to fix them.

You observed a panel of three managers interviewing five applicants for an administrative assistant position. After the interviews, you sat down with the managers for a discussion. You found that only one of the managers took notes during the interviews, because they were all "used to recalling answers from memory". The manager who took notes didn't write down anything concerning several answers from the female candidates, and explained that an administrative assistant had to carry heavy loads, and "women... just can't deal with heavy lifting". He also insisted on one of the male candidates getting hired because he was better dressed than the others. He claimed to have a great instinct for judging the 'person-organization fit' at a glance, and pointed out that he asked every candidate different questions, to make sure the questions 'fit their personality better'.

All managers agreed that a man would be a much better fit because most of the department's employees are female, and the firm "needs some guys before we all start wearing high heels". They also explained that "you cannot judge an applicant on his answers alone... you need the right instincts for this job".

Question: Since you expect a lot of resistance to your report, explain the concept of B.F.O.R. in Canada, how it applies to this specific situation, and how the job requirements should be assessed to make sure the right person is hired for the position.

Reference no: EM133406605

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