After reading chapter 6, you should be able to: Identify the elements of the selection process, define ways to measure the success of a selection method, summarize the government's requirements for employee selection, compare the common methods used for selecting human resources. | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY . NOE, . HOLLENBECK, B. GERHART, AND . WRIGHT CHAPTER 6 SELECTING EMPLOYEES AND PLACING THEM IN JOBS Figure : Steps in the Selection Process Criteria for Measuring the Effectiveness of Selection Tools and Methods Legal Standards for Selection All selection methods must conform to existing laws and legal precedents. Three acts have formed the basis for a majority of suits filed by job applicants: Civil Rights Act of 1964 and 1991 Age Discrimination in Employment Act of 1967 Americans with Disabilities Act of 1991 Legal Standards: Candidates’ Privacy Rights Fair Credit Reporting Act requires employers to obtain a candidate’s consent before using a third party to check candidate’s credit history or references. If the employer decides not to hire based on the report, employer must give applicant a copy of the report and summary of applicant’s rights before taking action. Legal Standards: Immigration Reform and Control Act (1986) Immigration Reform and Control Act (1986): Federal law requiring employers to verify and maintain records on applicants’ legal rights to work in . Applicants fill out Form I-9 and present documents showing their identity and eligibility to work. Law prohibits employer from discriminating against the person on basis of national origin or citizenship status. Gathering Background Information Employment Tests Employment Tests and Work Samples Interviews Interviewing Effectively Be prepared Put applicant at ease Ask about past behaviors Listen – let candidate do most of the talking Take notes during and immediately after interview Make sure candidate knows what to expect next. When a candidate is selected, the offer including job responsibilities, work schedule, rate of pay, starting date and other relevant details is communicated . . | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY . NOE, . HOLLENBECK, B. GERHART, AND . WRIGHT CHAPTER 6 SELECTING EMPLOYEES AND PLACING THEM IN JOBS Figure : Steps in the Selection Process Criteria for Measuring the Effectiveness of Selection Tools and Methods Legal Standards for Selection All selection methods must conform to existing laws and legal precedents. Three acts have formed the basis for a majority of suits filed by job applicants: Civil Rights Act of 1964 and 1991 Age Discrimination in Employment Act of 1967 Americans with Disabilities Act of 1991 Legal Standards: Candidates’ Privacy Rights Fair Credit Reporting Act requires employers to obtain a candidate’s consent before using a third party to check candidate’s credit history or references. If the employer decides not to hire based on the report, employer must give applicant a copy of the report and summary of applicant’s rights before taking action. Legal Standards: Immigration .
