Legal Statutes: Impact on Hiring
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Case Study Scenario:
As the Chief Human Resource Officer (CHRO), one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighbouring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office.
Research the legal statues affecting the selection and hiring of employees, identify the number and type of positions that need to be filled at the new office, Moreover discuss qualifications, e.g., education level and number of years of experience, associated with each position. Evaluate and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, assess the weaknesses and strengths of these selection devices. Evaluate and chose whether or not to utilize integrity testing and drug testing.
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Solution Summary
This case analysis is over 700 words and includes a reference. Utilizing a fictional information technology organization as example, the solution provides a thorough "walk through" of hiring - from developing a job description, to advertising, interviewing and conditional post-offer testing.
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The hypothetical scenario is based on opening a new office for Some Information Technology Consulting (SITC). Due to significant growth and from a logistics perspective, SITC determined another office should be opened about three hours away from its corporate location. SITC provides consulting services to small firms that do not have their own IT staff.
The legal statutes which impact recruiting and hiring are those regulated by the Equal Employment Opportunity Commission (EEOC). At the federal level, it is illegal for employers to discriminate against employment candidates based on race, colour, religion, sex, pregnancy status, national origin, age (40 and older), disability status or genetic information (U.S. Equal Employment Opportunity Commission, 2013). SITC must ensure that all job advertising is conducted in a manner which does not eliminate candidates from any of the protected classes under the EEOC regulations. Employment candidates should all be treated fairly, and equally, regardless of their protected class status. If two candidates with similar background and experience applied for the same job, SITC should not make a hiring decision based on one person's age or sex. For ...
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