Introduction
When employers seek new employees, they have a variety of external recruiting methods available from which to choose. The method chosen may depend on such factors as budget, desired applicant characteristics, and type of access to potential employees in the labor market. Recruiting decisions should also consider each method’s potential for adverse impact against certain groups of employees. Adverse impact in employee recruitment or selection occurs when a hiring practice intentionally or unintentionally discriminates against a protected group (CSU-Global, 2013). To decrease the likelihood of adverse impact, employers should proactively engage in recruiting activities designed to reach a broad range of potential job applicants.
Broad recruiting allows employers to increase their pool of qualified, diverse job candidates. According to Reed and Bogardus (2012), diversity in the workplace is associated with “benefits such as improved productivity and bottom-line results for shareholders” (p. 44). There are also legal implications encouraging workplace diversity. Title VII of the Civil Rights Act of 1964 and subsequent amendments prohibit unlawful employment practices which discriminate against classes of individuals based on race, color, religion, national origin, or sex (Reed & Bogardus, 2012). It is unlawful to treat protected class members in a disparate manner in recruitment, selection, or hiring actions, as well as in post-employment compensation or training (Reed & Bogardus, 2012). Therefore, the business case and the legal case can be made for careful recruiting practices which avoid adverse impact against protected group members.
Guidelines for Adverse Impact in Employment Decisions
The Uniform Guidelines...
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I agree with the view that the Uniform Guidelines on Employee Selection Procedures contains numerous statements that can be used as guidelines by firms when undergoing employment selection procedures. The purpose behind these guidelines is to aid the achievement towards gaining equal employment opportunities during selection. “It is designed to help employers comply with federal bans against employment practice that discriminate on the basis of race, color, religion, gender or national and origin”. (Snell, 2013, p. 131). The Federal Agencies introduced these statements do that all companies can follow a standard policy when selecting their employees. This overall aids the nation's aim attaining equality in job opportunities with any discrimination.
In summary, the introduction of the internet has completely altered the way employers hire, how individuals seek out work, how employees feel about their current employer, and how companies manage human resources. The utilization of an on-line recruitment service has become a necessary, as well as very effective way, to organize and manipulate the information available to both employers and employees adequately in today?s job market.
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Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...