The recruitment process takes place following the specific set law. The person engaging in the recruitment process must be well conversant with the law and put all the standard rules and regulations in place. Equal Employment Opportunity (EEO) influences recruitment methods in various ways. For instance, the recruitment process that an organization chooses has to be inclusive and bear aspects of diversity. The recruitment method also has to prove that there is no discrimination during the process in any way.
Title VII has the role of ensuring the work environment and the recruitment process are appropriate (Bohlmann et al., 2018). For instance, it prohibits any form of discrimination based on gender, race, or ethnicity. Social media privacy laws also affect the recruitment process. There are instances when an organization chooses to follow up on an applicant's social media background to get details regarding their traits. The privacy laws prohibit this move; it goes against some of the applicant's will. The recruitment process is also not supposed to violate the Age Discrimination in Employment Act (Ngah, 2016). It means that all underage individuals are not supposed to be subjected to an employment process. The law states this is a form of child abuse and is therefore punishable.
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Minimizing litigation needs an organization to conduct a risk management survey. Such a move helps in pinning out all areas that are likely to cause problems between the employer and employee. The policies put in place during the recruitment process are also in line with the biblical statements. For instance, all employees are supposed to adhere to rules put in place by governing authorities. The Bible states that the leaders in an organization are appointed by God, and therefore going against them is like rebelling the Supreme Being.
References
Bohlmann, C., Krumbholz, L., & Zacher, H. (2018). The triple bottom line and organizational attractiveness ratings: The role of pro-environmental attitude. Corporate Social Responsibility and Environmental Management, 25(5), 912–919. https://doi.org/10.1002/csr.1507
Ngah, J. (2016). Six Internal Audit Hiring Errors to Avoid. The Journal of Government Financial Management, 65(2), 40–44.
