Group Assignment Guidelines:Please ensure your assignment includes:o Title page including the names of your team memberso Part $1$: Team Chartero Part $2$: job postingo Part $3$: interview guide, interview rating template, criteria, competencies, valid tests, behavioural and situational questions & answerso Part $4$: identify the legal and ethical considerations and the implications of not addressing theseo A page for your bibliography$/$sources$/$citations$*($APA citation $7$th edition is required$)$o Submit one document$/$a team document; individual assignments will not be acceptedo It is your responsibility to be in communication with your team members. If you are having challenges and your Team Charter guidelines still fail to result in success, please bring this to my attention immediately. Remember this is a team assignment and all of members are required to participate to receive the assessed mark.Please follow the steps outlined below.PART $1$The following is a team assignment. As part of the preparation, please prepare a Team Charter. You will need to research what is a Team Charter, why you need to create a Team Charter, the benefits of a Team Charter. Once you have all researched this, then you can begin creating your Team Charter. You will decide what will be included e$.$g$.,$ roles, responsibilities, accountabilities, communication guidelines between team members, deliverables, etc. PART $21.$ Go to a University or Government of Canada job site e$.$g$.,$ University of British Columbia, University of Toronto, etc. Search for an HR job posting $($preferably a higher$-$level HR position e$.$g$.,$ Manager, Director, VP of HR$)\mathrm{.}2.$ Download the job posting$/$keep a copy of the posting for your reference $($in case the job posting is taken down before you complete the assignment$)/$and submit it as part of your assignment in a word document$\mathrm{.}3.$ Together with your partners, read the job posting. Note the sections that are included$\mathrm{.}4.$ Research the how to conduct a job interview and how to create an interview rating scale. Here is an example: https:$//$www$.$indeed.com$/$career$-$advice$/$interviewing$/$what$-$is$-$interview$-$rating$-$scale PART $3$In a real situation, a panel would work together as a team. As such, it is important that you work with your partners as a team and do not divide up the work. It is important that you collaborate and agree together on the contents of the assignment. What is key in Part $2$ is determining what is a highly qualified candidate; how will you determine the right person, for the right job, at this time? You will need to ensure rating scales are created, definitions for each section and evaluation mechanisms.You will need to create an Interview Guide $($this will include your job criteria $($why you chose them, how you rated them$),$ tests, competencies, interview questions, rating scales, etc.$),$ and an interview rating template for the position$/$candidates you will be interviewing$\mathrm{.}1.$Create a list of $10$ job criteria. Prioritize the criteria; rate them according to priority $($i$.$e$.,$ needs and wants, and rate them on a scale of $1-5$ according to priority$).$ Be sure to research how to evaluate candidates, rating scales, etc$\mathrm{.}2.$Identify valid tests that could be used in the selection process. List the tests and identify what they are supposed to test; support your responses and explain why you selected these tests. Identify how you would evaluate test results; what criteria would you use? Be sure to research how to evaluate candidates, rating scales, etc$\mathrm{.}3.$Create a list of $7-10$ competencies that this position must have. In addition, choose $4$ additional competencies $($not from the list$)$ to assess for the required questions in questions $4$ and $5\mathrm{.}4.$Write three behavioural interview questions with expected answers $($related to the above identified competencies$)$ that could be used as part of the interview process. Use only one competency per interview question. Your work document should identify the competency you are assessing, the question you are assessing, and the answer for each question to which you will evaluate$/$assess candidates response to$\mathrm{.}5.$Write three situational questions with expected answers $($related to the above identified competencies$)$ that could be used as part of the interview process. Use only one competency per interview question. Your work document should identify the competency you are assessing, the question you are assessing, and the answer for each question to which you will evaluate$/$assess candidates response to$\mathrm{.}6.$ Write three additional interview questions with expected answers $($related to your expectation of what an ideal candidate should possess in terms of skills, knowledge, abilities as it relates to the job posting.PART $41.$ Identify the legal requirements you need to consider in the recruitment and selection process. Outline why you considered these requirements; what are the implications if you did not consider these?$2.$ Identify the ethical considerations you need to consider in the recruitment and selection process. Outline why you considered these requirements; what are the implication if you did not consider these? Final Note:The above should be prepared in a professional, organized manner. Remember one of the golden rules in HR is to document, document, document. These are documents that could potentially be used in a court, a human rights arbitration. Ensure your recruitment and selection practices and processes are fair and equitable and non$-$discriminatory. Your role as the HR professional is to ensure compliance with all current legislation, your practices are ethical, and your file$($s$)$ are professionally prepared and documented. Remember: evidence based practices, do not editorialize, and check your biases!