Sample hiring procedure
- Advertise position opening: Where applications are taken, Job description, Final date applications accepted
- Requirements, Starting date of position
- Screen applications
- Notify rejected applicants in writing
- Invite applicants on short list to interview
- Interview applicants on short list
- Call references
- Narrow list more and perform final interview if needed
- Make final decision and notify all remaining applicants.
Civil Rights Act (1964) Title VII: Unlawful to fail to hire on race, color, religion, sex or national origin. Set up Equal Employment Opportunity Commission (EEOC).
Bona Fide Occupational Qualifications (BFOQ): Allows employer to discriminate on religion sex or national origin when it is BFOQ if reasonably necessary to the normal operation of the business. Race is never a legitimate BFOQ.
It is important that the organization's or department's mission and goals guide the process.
Job description: Identification, summary, duties and responsibilities (% of time devoted), job specifications (knowledge, skills, abilities).
Employee selection: At any one point an applicant can be rejected.
- Preliminary screening interview
- Application blanks: weighted
- Interview: Generally not reliable. Structured is better.
- Employment testing
- Reference checks: Current supervisor. Letters of recommendation are not very discerning for candidate selection. To protect from lawsuits many former employees only confirm individual’s employment, dates of employment, and salary. Qualified Privilege Doctrine: Allows past employer to describe employees work record provided information is factual and relevant and serves legitimate business purpose.
- Drug screening
- Final interview: Usually with direct supervisor. Personality contest.
- Selection decision: Options include clinical judgment, weighted composite, or multiple cut-off (each step includes a cut to a certain number).