Bài giảng Fundamentals of human resource management - Chapter 6 Selecting employees and placing them in jobs

FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITIONBY R.A. NOE, J.R. HOLLENBECK, B. GERHART, AND P.M. WRIGHTCHAPTER 6 SELECTING EMPLOYEES AND PLACING THEM IN JOBSFigure 6.1: Steps in the Selection ProcessCriteria for Measuring the Effectiveness of Selection Tools and MethodsLegal Standards for SelectionAll selection methods must conform to existing laws and legal precedents.Three acts have formed the basis for a majority of suits filed by job applicants:Civil Rights Act of 1964 and 1991Age Discrimination in Employment Act of 1967Americans with Disabilities Act of 1991Legal Standards: Candidates’ Privacy RightsFair Credit Reporting Act requires employers to obtain a candidate’s consent before using a third party to check candidate’s credit history or references.If the employer decides not to hire based on the report, employer must give applicant a copy of the report and summary of applicant’s rights before taking action.Legal Standards: Immigration Reform and Control Act (1986)Immigration Reform and Control Act (1986): Federal law requiring employers to verify and maintain records on applicants’ legal rights to work in U.S.Applicants fill out Form I-9 and present documents showing their identity and eligibility to work.Law prohibits employer from discriminating against the person on basis of national origin or citizenship status.Gathering Background InformationEmployment TestsEmployment Tests and Work SamplesInterviewsInterviewing EffectivelyBe preparedPut applicant at easeAsk about past behaviorsListen – let candidate do most of the talkingTake notes during and immediately after interview Make sure candidate knows what to expect next.When a candidate is selected, the offer including job responsibilities, work schedule, rate of pay, starting date and other relevant details is communicated .