Recruitment And Selection Process Analysis

Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you are familiar within the same organization for this scenario.
1.Develop three (3) recruitment methods for the job opportunity in question, and suggest two (2) ways that each method helps one to avoid discriminatory practices. Justify your response. While recruiting a candidate, undergoes many stages from resume selection to the candidate appointed to that job. In recruiting there are three methods to select the candidate …show more content…
The three background checks employer must utilize are educational background check, employment background check and criminal background check. Educational background check helps the employer to understand whether the educational qualifications provided by the candidate are true. Each job positions require specific educational qualification to perform the job. Educational back ground check helps to ensure that the candidate have minimum educational qualification required for the job. Employment background check helps to identify whether the employee possess the experience and skills mentioned in the resume that helped to get hired for the position. The position requires specific experience and skills to perform the job and the employment check helps to ensure the same by contacting previous employers and utilizing other methods like social media. Criminal background check is done to ensure the candidate do not have a criminal mentality by checking the criminal records of the applicant. Candidates cannot be discriminated based on past records but the seriousness of the crime and the time period of conviction play an important role in making hiring decisions. It is very important to ensure that the hiring will not affect the safety of other employees as well as …show more content…
The plaintiffs were white and Hispanic employees, who sued because their application tests were discarded on the basis that not enough candidates from other racial backgrounds passed the test (NCC Staff, 2013). The court ruled in favor of the plaintiffs. The second case is Crooks v National Oilwell Varco, LP). This sexual harassment case involved an employee who was continuously harassed by her manage both verbally and psychologically. The manager assaulted her, telling her that she did not belong in the oil industry and would not be promoted because she was a woman (Park, 2013). The employer failed to respond expeditiously, whereby at one point, a regional manager even laughed off the claims, telling Crook that it was a joke. Based on the above cases, the following action plan has been drafted to help avoid such occurrences. 1. Develop and communicate a policy on affirmative action and sexual harassment in the workplace. This policy should cover all aspects of the issues addressed. The policy should then be communicated to all individuals in the organization. 2. Task managers at all levels with the responsibility of preventing harassment. Managers must take proactive steps to curb harassment. They must report all cases to the relevant authorities. 3. Provide a number of reporting avenues. The organization will provide several avenues through which employees

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