SELECTION PROCESS

SELECTION PROCESS.

Legal consideration in selection. Uniform Guidelines on Employee Selection Procedures define Important concepts and practices. Job-relatedness means that a selection qualification or requirement is significantly related to successful performance of job duties. To protect the safety of employees, customers, clients or patients, employers may institute particular selection criteria as a business neccessit y. Under federal guidelines, any method of collecting information about job appli cants, that is used to make hiring decisions is considered a test.

Applicant job interest. I ndividuals express interest in employment in different ways Discriminatory hiring practices, impolite interviewers, unnecessarily long waits, unreturned telephone inquiries, inappropriate testing procedures, and lack of follow-up responses can produce unfavorable impressions of an employer. R ealistic job previews provide potential employees with an accurate introduction to a job so they can better evaluate the employment situation. Indeed, a realistic job preview can directy Identify necessary training and clarify a job role..

Pre-Employment Screening. Many employers conduct pre-employment screening to determine if individuals meet the minimum qualifications for open jobs before they are allowed to fill out an application. The use of electronic pre-employment screening or asessment has grown. Computer software is often used to review résumés and application forms received during the recruiting and application process.

Application and resumes. Some employers do not use pre-employment screening prior to having applicants fill out an appli ca tion form. Instead, they have every interested individual complete an application first. These completed application forms then become the basis for pre-screening information. Application forms typically include disclaimers and notices so appropriate legal protections are clearly stated These include; At-will employment Re f erence contacts Employment testing Application time limit Information falsification.

EEOC CONSIDERATION AND APPLICATION FORMS An organisation should retain all applications and hiring-related documents and records for three years. Guidelines from the EEOC and court decisions require that the data requested on application forms must be job related. Th r ough EEOC Considerations and Application Forms , a n organization should retain all appli cant’s Marital status Height and weight Number and ages of dependents Information on spouse Date of high school graduation Emergency contact information Social Security number.

Resumes as application Applicants commonly provide background information through resumes. Unilever does not collect résumés and instead interacts with job candidates online through smartphones and video interviews. Coding competitions, games, and puzzles are also used to by some f irms such as Jaguar Land Rover to hire software engineers and programmers. Résumés are marketing tools used by applicants to present information they want employers to know, but they may also omit negative information.

Security concerns and immigration verification. Businesses need to be proactive about verifying the identities and credentials of job applicants. It is illegal to knowingly hire employees who are not in the country legally, businesses are required to review and record identity documents, such as Social Security cards, passports, and visas, and to determine if they appear genuine. If HR personnel knowingly accept fraudulent documents, it may create legal liability..