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HFT 2220

HFT 2220. SELECTION AND HIRING. Selection. The process of choosing the right person for a job Selection is legal discrimination Reliability – when a selection method consistently produces the same results Validity – when a selection method measures what is suppose to measure

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HFT 2220

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  1. HFT 2220 SELECTION AND HIRING

  2. Selection • The process of choosing the right person for a job • Selection is legal discrimination • Reliability – when a selection method consistently produces the same results • Validity – when a selection method measures what is suppose to measure • Predictors – measurements used to predict performance on the job

  3. Content Validity • Five steps • Complete a job analysis • Develop a test • Present the test to experts for verification • Correction of the test by the experts • Verification of the test by current employees

  4. Selection Process • Explicitness • Objectiveness • Thoroughness • Consistently

  5. Identify the opening Review job description Review job specification Identify sources for applicants Review applications Select interviewing requirement Select interviewing strategy Develop interview questions Conduct interview Close interview Evaluate candidate Check references Basic Steps to Filling a Job

  6. Selection Strategies • Multiple hurdles strategy • Compensatory strategy

  7. Selection Techniques • Applications – biographical & basic job skill information • What not to put on a job application • Date of birth • Arrest records • Membership in religious or other groups • Medical history • Questions regarding race • Questions regarding sex

  8. Selection Techniques • Pre employment tests • Honesty tests • Physical & motor ability tests • Body fluid tests • Work samples

  9. Interviews • As the interviewer, you should • Do your homework • Establish the appropriate setting • Establish a rapport • Know the job

  10. Types of Interviews • Unstructured interviews • Semi structured interviews • Non Direct • Traditional • Situational • Structured interviews • Direct • Traditional • Situational

  11. Reference Checks • Negligent hiring • Criminal background investigation • Reasonable effort to contact references and former employers • Completion of job application including questions regarding conviction of a crime • Obtaining a check of the drivers license record • Interviewing the prospective employee

  12. Hiring Decisions • Avoid accidental or intentional discrimination • Quantifiable criteria • Subjective criteria • Must be applied evenly to all applicants for a position • Must be job related. Meet the standard of business necessity

  13. Hiring Decisions • Tests applied by the courts • Is the given criteria a requirement for the productive, proper and safe performance of the job? • Are criteria evenly applied • Has every reasonable effort been made to recruit or accommodate members of protected classes

  14. Title VII, Civil Rights Act of 1964 • Established the EEOC • Protected classes • People of race or color other than white (all ethnic minorities) • People of any bona fide religious persuasion • Members of either sex • People whose national origin is other than the U.S.

  15. What You Cannot Do • Fail to refuse to hire or discriminate on compensation, terms, conditions of employment • Discharge because they are in a protected group • Limit, segregate or classify employees • Fail to provide training • Retaliate • Print or publish notices • Fail to post notices containing contents of the law

  16. What You Can Do • Hire strictly based on BFOQ • Apply different compensation or privilege standards as part of a seniority or merit system • Hire without regard to quotas of preferential treatment • Terminate or discipline someone for good cause

  17. Sex Discrimination un E.O. 11,246 • Protects anyone, regardless of gender, unless gender is a BFOQ

  18. What you Cannot Do • Specify sex in recruiting • Distinguish in any manner on the basis of sex in policy • Prohibit, limit or discriminate when filling a position • Make distinctions based on sex • Favor married people over unmarried people or those with young children • Use limitation of physical facilities as a reason • Penalize women because of their need for time away from work for childbearing • Use mandatory or optional requirements for retirement • Seniority lines

  19. What you Can DO • Distinguish on the basis of sex, if it is a BFOQ • Assign jobs on the basis of differences in capabilities

  20. Age Discrimination in Employment Act of 1967 • Protects persons age 40 or older • What you cannot do • Refuse to hire or discriminate because of age • Discharge or require retirement because of age • Reduce wages because of age • Deny employee or spouse over age 65 the same health care as other employees • Fail to post notices regarding this act • What you can do • Discriminate where age is a BFOQ • Terminate or discipline someone for good cause

  21. Vietnam Era Veterans Readjustment Act of 1974, Title IV • Protects veterans of the Vietnam era, or anyone who served in the armed forces for 180 days or more between 1964 and 1991 • Any member of the Reserves or National Guard • You cannot: • Deny reemployment to a veteran who is still qualified to perform the job duties • Deny benefits, status or pay • Deny military leave

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