Employees often use tests to categorize employees who should be hired and include medical examinations, drug tests, and honesty tests. Some of these tests are highly risky for employers to undertake because they can lead to federal prosecution, if discrimination of any kind is detected by job applicants. Scored tests of ability are often provided to candidates to determine the scope of education that individuals have, their capabilities in the workplace, mastery of theoretical principles and thorough understanding of compliance procedures. Hiring and selecting the right person for the right job is a complicated process and requires recruiters to know human resource practices to identify skill fits, company, and job compatibility. Star performers in the recruitment process are recognized only if they successfully utilize controls that are not biased based on political affiliation, race, gender, or sexual orientation. According to equal opportunity law, the selection process should not have inefficiencies and should be undertaken in a controlled environment (Dobbin, Sutton, Meyer & Scott, 1993). Advanced assessment tools have been proven to ease the process of holistically evaluating the behavioral, occupational, and psychological styles from a personnel manager’s point of view. Diffusing proper employment practices is important because it ensure that all classes of workers are fairly treated and motivated to perform exceptionally at all times, according to research. In a study on racial bias, researchers found that there is a direct relationship between preference based on race and semi-skilled workers recruited from inner-city regions of Chicago. The finding shows productivity in the workplace was not linked to black residents in the city and significantly influences hiring practices. The discovery further proves that recruitment processes based on honesty and competency tests can be skewed by other requirements employers’ value. The Bona Fide Occupational Qualification prohibits discrimination based on the protected classification, such as religion and race. In some cases, hiring and firing based on these characteristics exemptions to the rule can be made to encourage recruitment of the right employee. For example, a clergy person should be hired based on the religion he ascribes to, and successful recruitment of such a person is allowable in religious circumstances because they are reasonable requirements to look for individuals with the right denomination for long-term stability.
References
Dobbin, F., Sutton, J. R., Meyer, J. W., & Scott, R. (1993). Equal opportunity law and the construction of internal labor markets. American Journal of Sociology , 99 (2), 396-427.
Delegate your assignment to our experts and they will do the rest.
Neckerman, K. M., & Kirschenman, J. (1991). Hiring strategies, racial bias, and inner-city workers. Social Problems , 38 (4), 433-447.
