125 Recruitment and Selection Read the article \"Conducting a Lawful employment

Question

125 Recruitment and Selection

Read the article "Conducting a Lawful employment Interview". The article will be found athttp://www.dhr.idaho.gov/PDF%20documents/Flowchart/Conducting%20a%20Lawful%20Employment%20Interview.pdf . This document is one of many such documents that spell out the do's and don'ts of employment interviewing. Each state has its own policies regarding this issue. You may look at other related documents on the Internet in order to understand the application of civil rights law to employee selection.

After you have absorbed the rules, participate in the discussion. The goal of the discussion is to enhance your understanding of what can and cannot be asked of applicants for a job. You are encouraged to contribute to the discussion by raising new topics, providing examples of right and wrong communications with job applicants, and cases where civil rights were violated.

There are many issues that influence what can be discussed with a job applicant. While all the issues are important, it is clear that the most important restrictions center around race, gender, religion, national origin, ethnic background, and age. Disabilities are also a sensitive subject, but this applies to a limited number of applicants.

Explanation / Answer

Conduct of interview should be very transparent and very authentic. It should really aligned to the requirement of roles. It never contains racist questions or too many personal questions as well.

Direct discrimination and adverse discrimination has to be completely avoid from interviews. Certain interviews towards women even ask questions like , do you have any plans to get married soon, or getting carry soon etc. Such questions might be relevant for some positions like modelling, air hostess etc. But these can be avoided if it is not required at all.

A person who joins in a company has to never sacrifice their self integrity or sacrifice their all personal interest for that job. Thus an employer should never ever exploit the personal feelings of candidates.

Discrimination is a serious threat to profession. Employer who encourages

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