Standardized Employment Application And Application Process Analysis

In place of a prospective employee's cognitive ability, the uniform guidelines insists on personality appraises, biographical information, and various consideration based on race and ethnicity as a base to "hire" the "right" number of appropriate racial and ethnic representations. The skills and technical expertise regarding a given job are regarded lowly especially in situations where a significant proportion of persons from the minority group lacks these skills.

This organization is an equal opportunity employer and does not unlawfully segregate against representatives or candidates for work on the premise of an individual's race, shading, religion, ideology, sex, national birthplace, age, incapacity, conjugal status, veteran status, or any other status ensured by relevant law. This strategy applies to all terms, conditions and benefits of occupation, including enrollment, enlisting, arrangement, pay, advancement, or termination.

There are certain strategies that employers use to make sure that they find the right employee such as advertising, employment agencies, web, colleges, professional employment organizations, temp agencies, unsolicited applications, and soliciting specific applicants. There is more than one way to look for employees. My friend, Jonathon Montgomery wanted to start up a small marketing business for local restaurants and sought to hire lot employees to spread the word around town. He went on craigslist to create an ad and three days later he found himself interviewing multiple groups of people to fill the role. He did not have as much trouble in the interviewing process, but he has a lot of trouble in the selection process. In the selection process, it is important to understand the strategy used to select the most qualified employee for the position. Selection the right employee is important and was really important to Jonathon. Our reading states, “ Selecting the right employee is one of the most crucial processes.” (Youssef, C. 2012) It is important, because when selecting the right employees, human resource management must take into consideration, laws of equal employment opportunity and while making sure they select the most qualified candidate to fill the role. In addition, organizations take into consideration within the selection process, employees are not only equip with the job qualifications, but they are equipped with the characteristics, such as motivation,

In order to develop recruitment methods to be used in hiring for this position, we have to take into consideration that there are several laws, regulations, policies and governing entities that human resource management have to comply with, for example the Civil Rights Act of 1964, sexual harassment, the equal employment opportunity commission, and affirmative action. The Civil Rights Act of 1964 forbids employers from discriminating

All the more, some important rules, regulations and guidelines that employers must utilize entail Uniform Guidelines on Employee Selection Procedures, Sex Discrimination Guidelines, Religious Discrimination Guidelines and National Origin Discrimination Guidelines (Heneman, Judge, & Kammeyer­-Mueller, 2012). These guidelines establish uniform standards for employers for the use of selection procedures and to address adverse impact, validation, and recordkeeping requirements. Essentially, these guidelines document a uniform federal position in the area of prohibiting discrimination in employment practices on the basis of race, color, religion, sex, or national origin. Further, these guidelines help outline the requirements necessary for employers to legally protect employment determinations based upon final selection actions and specific selection procedures.

The Workplace Discrimination Prevention Manual written by author and attorney, David A. Robinson, is a book that will help guide and educate employers on preventing them from making many familiar types of illegal discrimination acts that goes on in the workplace. This manual demonstrates helpful tips to prevent companies from facing discrimination lawsuits, as well as making sure that employers have a clear understanding of what should or should not take place when it comes down to discrimination. The manual also hold value too many of those who are members of the business profession, such as managers, executives, lawyers, business students, law students, or just entrepreneurs in general who are wanting to run a successful, productive, and

While equal rights and equal pay legislation made it illegal to discriminate “based on race, color, religion, sex or national origin“ (U.S. Equal Employment Opportunity Commission, 2011b, p. 1), the number of workplace discrimination cases continue to rise and is costing employers more than $319 million in 2010, not counting litigation (U.S. Equal Employment Opportunity Commission, 2011a). Many employers have extensive human resource organizations with a sophisticated grasp on the implications of equal rights legislation on employers, that employ professionals, like I/O psychologists and attorneys, to establish fair policies and employment practices, and decrease an employer’s risk of litigation (Aamodt, 2010). In fact, employers often perform statistical analysis of employment practices to understand whether the practice could have an adverse impact against members of a protected class. For example, testing is a practice employers use for employee selection in the hiring process; even when an employment test is determined to be reliable, valid, and cost-efficient, care is taken to assure testing predicts performance equally well for all applications (Aamodt, 2010). Because governments and corporations have a fiduciary duty to citizens and shareholders, employers should continue to care about the issue of adverse impact, but more importantly, both government and corporations have a civil responsibility to treat the members of society fairly, because societal

Equal Employment Opportunity policies prohibit discrimination based on race, color, religion, age, sex, marital or family status, national origin, sexual orientation, disability, veteran status or genetic information. Companies aim to maintain an environment that is free of harassment, intimidation and exploitation. A company should be prepared to take action to prevent and correct such behavior. Individuals who engage in such behavior will be appropriately disciplined. It is important that you feel free to bring complaints concerning harassment to the attention of the Human Resources Management. Affirmative action is to ensure equal employment opportunity by requiring contractors to implement affirmative action plans to assure equal employment opportunity for underutilized minorities and women, people with disabilities, veterans, and disabled veterans. As supervisors, managers, and administrators, are responsible for helping the company fulfill its equal opportunity responsibilities. The Human Resources Department is committed to providing effective, efficient and responsive services by hiring the best qualified candidates in a timely manner, providing staff with a competitive salary and benefits package, providing training opportunities which will help develop employees to their fullest potential and providing guidance and counseling to management and staff.

Agreeably, the Uniform Guidelines on Employee Selection Procedures is a set of guidelines that is used by corporations during the process of employment selections. It mainly highlights the aim to eliminate discrimination in basis of color, race, sex, religion, nation or origin when deciding on employees for a firm. Also, these guidelines provide employers with a framework for making legally requisite enforceable employment decisions”. (Snell, 2013, p. 131) In doing so it supports the nation's aim to provide equal opportunity in employment selection without any favoritism. Added to this, the guidelines can only be used for selection process that is purely based for making employment choice decisions. But it can be used by any corporations both

Before the selection process has taken place, it is crucial to always be complying with all EEOC requirements to make sure all steps in the process are following the legal guidelines. There are seven important

An improved applicant workflow process will guide both the hiring manager and candidate from application to pre-screen, to background checks, through the interview process, to the offer letter and finally to hiring. Through efficient workflow, confusion is minimized. In addition with high cost of employee turnover and new employee training, the university’s goal is to improve employee loyalty and retention, saving them money. With effective pre-screening questions, unskilled applicants will never go into the candidate pool and pre-screening won’t be only contingent on the candidates resume. In addition integrated background checks will verify employment history and other records automatically so no human resources representative will need

As the first step for many employees begins with the job application, employers need to prepare a form that complies with all equal opportunity laws. Depending on state laws, but not under federal, questions concerning race, religion, age, sex, or national origin are not illegal per se, however, are considerable unfavorable by the EEOC. If the employer chooses to include these questions on the application,

Employee selection procedures that ensure fairness and compliance with the law (f.e. avoid risk of discrimination).

I am the HR Director of Citigroup. As the HR Director I will use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. I will select one job opportunity that I have held or with which I am familiar within the same organization for this scenario. During this process I will develop three recruitment methods for the job opportunity in question, suggest two ways that each method helps one to avoid discriminatory practices. Then an outline of an application process that details the organization’s method of accepting all applicants, as well as its method of validating applicants attainment of the required credentials (reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity. Also a five step procedure for the HR Department to use in order to maintain all applicants records in case a discriminatory charge occurs. I will decide on three background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity. Then three employment test (drug test, medical examinations, HIV test, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) will be chosen that the HR Department should use and we will justify the relevance of each selected employment test to the job requirements.

Implementation of equal employment opportunity requires appropriate record keeping, such as completing the annual report (EEO-1), and keeping applicant flow data. Below is the Civil Rights Act of 1964, Title VII and what it covers. I have also included some additional information that fall under the umbrella of the Civil Right Act of 1964,