Three Primary Activities That Make Up The Hiring Process Case Study

1. What are the three primary activities that make up the hiring process?
The reading this week proved both helpful and insightful as we learned about the hiring process. While the task of hiring a person may seem daunting, it can be broken down into three simple steps, recruitment, selection, and socialization (Gomez-Mejia, Balkin, Cardy, 2012). The first of these, recruitment, entails creating a list of potential candidates from which to chose. This happens after job analysis, once the position for hire is specified and a job description created. Recruitment can mean casting a wide, very ambiguous net to catch as many applicants as possible, or it can involve a more targeted methodology of identifying possible candidates. During the recruitment …show more content…
These federal regulations protect a variety of individuals from unjust and damaging discrimination in the hiring process. To start, an employer cannot avoid hiring a person because of their protected class status under statutes like the Civil Rights Act of 1964 (amended in 1991), the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1991. Not only is avoiding the hiring of individuals protected under these statues illegal, but it is also both an unwise and a foolish decision. First, as we learned last week, diversity in an organization helps provide a competitive advantage. Second, when companies hire recklessly, they open themselves up to costly litigation. Williams, Schaffer, and Ellis (2013) found in an analysis of employment-related litigation that “ employers lose employment discrimination cases at a rate nearing 90 % and suffer an average payout of over $1.5 million per case.” Certainly, blatant discrimination is reason enough to lose a lawsuit, but Williams, Schaffer, and Ellis (2013) also found that improper and insufficient HR documentation put companies at a higher risk of lawsuit. Throughout the hiring process, HR managers should document their actions and decisions, to demonstrate that they are in compliance with federal employment regulations. After all, there is no excuse to not know these regulations. On the website for the U.S. Equal Employment Opportunity Commission (EEOC, 2016), a crystal-clear explanation of what employers cannot do exists to help avoid discrimination in the hiring process. For example, over and over again, in sections