In order to increase efficiency in hiring and retention, while ensuring consistency and compliance in the recruitment and selection process, Mi² follows a pre-defined process to ensure best practices in attracting talent and diverse application pool.
All official Mi² application processes occur via the Mackenzie Health’s iCIMS career portal.
All active and open Mi² postings will be made available on the Employment or Student Opportunities page. Note that the application process takes place via the Mackenzie Health’s iCMS career portal or the VSys Live volunteer portal.
Continuous monitoring of application status will be made available on both the career and volunteer portals.
Candidates who apply within the application deadline will be considered as “active applicants” and will be reviewed by a committee for next steps (i.e. invitation for interview). A phone screen may be conducted to obtain information such as availability, salary requirements, special position requirements (e.g. ability to perform shift work), ascertain minimum requirements and other preliminary information to assist the committee with their review of applications. It is possible to screen out an applicant due to information obtained during this initial screening and therefore candidates may be narrowed down from an extensive applicant pool. Human Resources or members of Mi² may perform this function.
Once potential candidates are identified, Human Resources will reach out via phone and e-mail to schedule an in-person interview. Depending on the nature of the position, it may be a multi-stage interview. Only successful candidates will be invited to further interviews. A typical interview format consists of a panel with 2 to 5 members.
Testing and selection methods
Interview questions will be relevant to the position and seek information on specific skills and abilities to perform the job such as “describe your experience working with students in an academic environment and/or post-secondary degree-granting institutions”. Interview questions not pertaining to the current requirements of the position will not not to be used (e.g. an interview question on supervisory experience if position will not be supervising employees).
The use of behavioral and/or competency based interview questions will also be part of the interview process. They will enable the hiring committee to obtain more meaningful data to determine the applicant’s ability to carry out the duties and responsibilities of the job, as well assess their ability to adhere to the organization’s core competencies.
Tests and other selection methods such as requesting work or writing samples and presentations may be requested to assess candidates. If required, you will be notified by Human Resources.
Upon completing the interview, all candidate evaluations will be reviewed by the hiring committee. When a decision is made, Human Resources will notify the successful candidate via e-mail and phone. Alternatively, applicants may also monitor the status of their status online.
Upon successful hiring of a candidate, Human Resources will schedule the appropriate on-boarding processes and orientations. Please consult Human Resources for this function.