Compare the different types of recruitment methods. Select one to use in your company and describe why this is your chosen method.
Order Instructions
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 assignment, 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 APALinks to an external site. 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.
Review the Preparing to Hire Scoring Guide to familiarize yourself with the required criteria for this assignment.
Competencies Measured
By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and 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.
Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment.
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.
Competency 3: Apply the laws and safety issues in the workplace.
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.
Competency 5: Create strategies for recovery from exposure to liabilities.
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.
Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.
Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.
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