Hiring and selection is a critical and sensitive process in many contemporary organizations. Business organizations in the 21 st century aim to recruit qualified and skilled and competent employees to achieve the organization’s mission and vision and improve general production in the organization. Hiring is a continuous process. Employees in organizations keep moving on to other organizations with better working conditions and better remuneration. Some employees in the organization get old, making it essential to replace them through the hiring and selection process. During the hiring and selection process, the human resource departments in organizations are required to adhere to existing local, state, and federal laws. There are several pre-employment laws that govern wages and salary, harassment, employee benefits privacy, and job applicant rights.
The Fair Labor Standards Act outlines details on minimum wage, recordkeeping, and overtime pay. Before the hiring process, hiring organizations need to focus on how the potential job applicants will be remunerated. The minimum wage varies across many states in the United States. Employees subject to federal and state wage laws benefit from high minimum wage. The defined federal minimum wage is $7.25 (Landay & DeArmond, 2018) . Hiring organizations need to determine the amount of overtime payment of workers. Employees are entitled to overtime payments during the holidays, weekends, and regular rest days. Hiring organizations are required to define specific working hours for potential job applicants and define procedures and processes of remuneration in hiring. The Act also guides against child exploitation and child labor. Hiring organizations are not allowed to hire minors. Hiring minors can attract detrimental legal consequences. This Act has several impacts on both potential job applicants and hiring organizations. The Act helps to prevent child labor and child exploitation. The law requires that minors are protected from exploitation. Hiring organizations benefit from
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The Civil Rights Act acts to prevent discrimination during the hiring and selection process (Doyle, 2019) . The laws require that hiring institutions do not discriminate against potential applicants based on gender, religion, disability, or any other form. The law requires that all potential candidates be offered equal employment opportunities. This law helps to bring equality and fairness during the hiring process. The minority groups and people with disabilities have equal opportunities in applying for advertised job opportunities if they meet the required qualifications and skills (Landay & DeArmond, 2018) . Prior to the Act, many recruiting organizations dropped job applicants based on religion, sex, and race. The United States Supreme Court maintained that it is illegal for hiring organizations to discriminate applicants during the hiring process based on such elements as race, gender o disability. The law helps to protect job applicants against discrimination. On the other hand, the law enables a business organization in the United States to attain diversity in culture. Multiculturalism brings in improved creativity, innovation, and problem-solving skills in organizations.
The Occupational Safety and Health Act stipulated healthy and safe conditions for employees. Prior to employment, hiring organizations are required to adhere to health and safety conditions. When applying for job applications, one of the essential considerations to employees is workplace safety (Doyle, 2019) . When making decisions to apply for job vacancies, candidates need to establish safety at their workplace destination. Business organizations are required to adhere to OSHA's safety regulations. Before the hiring process, hiring organizations are required to ensure a safe workplace free from serious hazards. The OSHA law is implemented through investigations and inspections.
The National Labor Relations Act provides guidance on how organizations can ensure a drug-free environment. The laws that concern drug testing in the hiring process vary in each state. Drug testing during the hiring process enables organizations to avoid hiring job applicants who make the workplace vulnerable to the drug. During the hiring process, the law ensures that organizations are free from drug use. Hiring organizations need to obtain consent from job applicants to carry out drug tests, and the consequences of the outcome put clear. The law ensures that organizations hire the most competent employees with high efficiency.
The law also requires that both organizations and job applicants present the right information during the hiring process. On the one hand, hiring organizations are expected to present true information in job application adverts. The law requires that organizations demonstrate ethics through presenting true and accurate information during the hiring and recruitment process (Doyle, 2019) . On the other hand, job applicants are required to present authentic documents during the hiring process. Job applicants who present unauthentic documentation and testimonials during the hiring process risk legal consequences. The laws have benefits to both hiring organizations and job applicants. The law protects job applicants from being deceived by organizations through false details in advertisements. The law also ensures that hiring organizations only receive authentic documentation from potential job applicants.
The high competition of skills and qualifications poses a major challenge in the hiring process. Some hiring organizations result in attracting potential job applicants using unethical practices such as deceit in job advertisements. The human resource departments in organizations adhere to the local, state, and federal laws in hiring and recruitment. The laws have various benefits to both hiring organizations and potential job applicants. Throughout the hiring process, organizations need to exhibit a high level of integrity and ethics in the hiring process. Hiring organizations need to ensure that the process of hiring and recruitment is transparent. This helps to build on the reputations of such organizations. Business organizations with a good reputation attract many potential job applicants.
References
Doyle, A. (2019). List of U.S. Federal Employment and Labor Laws; What the Law Says About Wages, Work Safety, Discrimination, and More.
Landay, K., & DeArmond, S. (2018). Recruitment Process Outsourcing and Recruiter and Hiring Firm Characteristics. Journal of Personnel Psychology .
