Create a 4-6 page paper preparing a manager to hire new employees.
Introduction
In this assessment, you will prepare a hiring manager to recruit for a position of your choice.
Employers often use employment tests to screen applicants and to assist in selecting the most qualified individual for the job. They can be very effective tools. There are many different types of tests, including cognitive tests, credit checks, criminal background checks, and medical examinations.
However, it is important to understand the legalities of these employment tests. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). The use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group, unless the employer can justify the test or procedure under the law.
In Assessment 1, you reviewed the categories of positions that you would hire and select for your company. This assessment introduces you to some of the issues that relate to the selection process and to the monitoring of behavior to sustain good decisions and prevent wrongdoing—a key concept in this course on legal issues. You will begin by looking at the details of the law. You will discern which practices are effective and which only cause extra work when working within the intent of the law.
Employment Policies
Employment policies are the first topic. Many of the earliest contracts were based on a handshake and the trust between two people. However, not everyone was trustworthy. Therefore, it was natural that a system of checks and balances emerged to bolster the contractual arrangement as well as mediate conflict and punish wrongdoing. It is no different in today’s environment. Setting up appropriate criteria and using those criteria to make the best decisions is an ongoing challenge.
Diversity
Diversity in the workplace refers to the variety of differences between people within an organization. Diversity encompasses many factors, including race, age, ethnicity, religion, and education. The topic of diversity has had a significant influence on policy and law creation and development, and an organization’s success today largely depends on its ability to embrace and manage diversity effectively.
In this assessment, you will examine the impact various recruitment methods have in the workplace by discussing the processes used by companies during the hiring process. You are also encouraged to consider affirmative action, diversity, and Executive Order 11236.
Preparing for recruitment involves several mandatory steps to prevent liabilities to the agency. This includes considering recruitment methods, screening exams, and background checks. However, it is important to understand the legalities of these processes. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Unless the employer can justify the test or procedure under the law, the use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group.
For this assessment, as the HR director of “For The People IT Design Center” or your selected organization, prepare the hiring manager to recruit for a position of your choice.
In a 3–4 page paper:
- Compare the different types of recruitment methods. Select one to use in your company and describe why this is your chosen method.
- Compare two different employment screening exams required for job-relatedness and business necessity.
- How will you show evidence of job relatedness (validity) for each test?
- What is the purpose of content validity tests?
- Analyze the legalities of the employment screening exams used during the hiring process.
- Discuss the policies and practices that should be in place for internal candidates applying for the position.
- Describe inadvisable preemployment inquiries as you are preparing for the interview phase. Explain how these could lead to hiring liabilities and what policies you will have in place to avoid any perceived risks.
- Describe what should be included in the offer to the selectee. Describe your documentation process and explain how long documents should be retained.
Additional Requirements
Your paper should also meet the following requirements:
- Written communication: Ensure written communication is free of errors that detract from the overall message.
- Standard formatting: Include one-inch margins, appropriate headers, and a title page.
- APA formatting: Resources and citations are formatted according to current APA style and formatting. Review the Evidence and APA section of the Writing Center for guidance.
- Length: 3–4 typed, double-spaced pages, excluding title page and reference page.
- Font and font size: Times New Roman, 12 point.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:
- Competency 1: Examine the effect of the employment process on current work environments.
- Compare the different types of recruitment methods. Select one to use in the company and describe why this is the chosen method.
- Discuss the policies and practices for internal candidates applying for the position.
- Compare two different employment screening exams required for job-relatedness and business necessity. Discusses how it will show evidence of job relatedness (validity) for each test. Discusses the purpose of content validity tests.
- Analyze the legalities of the employment screening exams used during the hiring process.
- Describe what should be included in the offer to the selectee, describe the documentation process, and explain how long documents should be retained.
- Describe inadvisable preemployment inquiries, explain how these could lead to hiring liabilities, and include the policies that have to be in place to avoid any perceived risks.
- Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.
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