The recruitment and selection process is by far one of the most important human resource processes. Due to its importance, there have been several attempts at the creation of effective, yet efficient selection processes. The human resource management functionality has undergone a series of changes; prior to 1981, selection relied heavily on centralized testing which allowed the process to be very straight forward. However, through the introduction of government mandated examinations, much like that of PACE and ACWA, there has been a push towards more decentralized approaches. This has resulted in individual agencies developing their their own selection processes. With this framework in mind, this essay will address the lack of regulations set
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While employers can not discriminate on the basis of race, color, religion, age, disability, sex, and national origin, there are no laws prohibiting the use of selection instruments in the hiring and selection process. It is worth noting that while employers may not discriminate in the utilization of such selection instruments, these instruments can and do have disparate impact on those of the protected classes. Tests such as aptitude tests, physical requirements, and criminal background checks typically have a disparate impact on those who fall within the protected classes. Other selection methods commonly used are: Education and experience evaluations, letter of recommendations, self-reported assessments, general trait tests, performance tests, pre-employment drug tests, and honesty tests. When using these selection instruments, agencies and employers alike are to be prepared to validate any screening method that has a disparate impact upon members of a protected group. By doing so, their chances of wining possible law suits are enhanced. In order to validate their usage of these selection instruments, they must validate it with one of these three paradigms: content validity, criterion validity, and construct validity. Content validity applies to a …show more content…
According to Bob Losyk’s How to Hire the Right People, employers who have a “systematic method of preparing to interview a job candidate” and who “ask the right questions” are more likely to improve their chances of hiring the right person for the job. Hiring techniques such as getting organized and creating a system that allows for employers to review job behaviors, job description, and job tasks. Furthermore, he recommends that employers conduct preliminary phone interviews, so that they are able to weed out qualified applicants. This approach is different, other approaches entail a technology based approach allowing for the human resource manager to simply search for a key word in a database of resumes. Losyk’s approach is more through and attempts to create a better way of pre-screening potential employees. In addition, he says that when interviewing start with natural casual conversation that allows for the development of rapport. By doing so, the candidate is more relaxed and more likely to answer the question in a way that reflects the truth. He suggests bridging the gap between small talk ad the actual interview with a preface about how the interview will work. He also warns not to be too forthcoming with the details of what will be
While employers can not discriminate on the basis of race, color, religion, age, disability, sex, and national origin, there are no laws prohibiting the use of selection instruments in the hiring and selection process. It is worth noting that while employers may not discriminate in the utilization of such selection instruments, these instruments can and do have disparate impact on those of the protected classes. Tests such as aptitude tests, physical requirements, and criminal background checks typically have a disparate impact on those who fall within the protected classes. Other selection methods commonly used are: Education and experience evaluations, letter of recommendations, self-reported assessments, general trait tests, performance tests, pre-employment drug tests, and honesty tests. When using these selection instruments, agencies and employers alike are to be prepared to validate any screening method that has a disparate impact upon members of a protected group. By doing so, their chances of wining possible law suits are enhanced. In order to validate their usage of these selection instruments, they must validate it with one of these three paradigms: content validity, criterion validity, and construct validity. Content validity applies to a …show more content…
According to Bob Losyk’s How to Hire the Right People, employers who have a “systematic method of preparing to interview a job candidate” and who “ask the right questions” are more likely to improve their chances of hiring the right person for the job. Hiring techniques such as getting organized and creating a system that allows for employers to review job behaviors, job description, and job tasks. Furthermore, he recommends that employers conduct preliminary phone interviews, so that they are able to weed out qualified applicants. This approach is different, other approaches entail a technology based approach allowing for the human resource manager to simply search for a key word in a database of resumes. Losyk’s approach is more through and attempts to create a better way of pre-screening potential employees. In addition, he says that when interviewing start with natural casual conversation that allows for the development of rapport. By doing so, the candidate is more relaxed and more likely to answer the question in a way that reflects the truth. He suggests bridging the gap between small talk ad the actual interview with a preface about how the interview will work. He also warns not to be too forthcoming with the details of what will be