BUS 670 Anti-Discrimination Laws and Best Practices in Hiring: A Comprehensive Approach
This paper discusses anti-discrimination laws and best practices in hiring, offering a comprehensive approach for organizations.
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BUS 670 Anti-Discrimination Laws and Best Practices in Hiring: A
Comprehensive Approach
Discuss the importance of anti-discrimination laws in the hiring process and provide
a detailed example of how an employer can create a job advertisement that complies
with these laws. Include a comprehensive description of the job, qualifications, and
duties as well as examples of both legal and illegal interview questions. Your
response should be a minimum of 800 words."
Comprehensive Approach
Discuss the importance of anti-discrimination laws in the hiring process and provide
a detailed example of how an employer can create a job advertisement that complies
with these laws. Include a comprehensive description of the job, qualifications, and
duties as well as examples of both legal and illegal interview questions. Your
response should be a minimum of 800 words."
BUS 670 Week 5 Assignment Anti-discrimination Laws Related to
Employment
Your supervisor has placed you in charge of hiring a new, full-time administrative assistant for your department.
1. Prepare an advertisement for that position that complies with federal law. This advertisement must be
detailed. The minimum length of your job description must be 300 words (approximately three-fourths of a
page). You can make up the job details but must include the following:
a. A job description.
b. A description of the job duties.
c. A description of the minimum qualifications.
2. Prepare 10 illegal questions that must not be asked. For each question, be sure to justify your reasoning.
3. Prepare 10 legal questions that may be asked during the interview. For each question, be sure to justify
each question.
BUS 670 Legal Environment
Anti-discrimination Laws Related to Employment
An important task that leaders face is attracting and recruiting
employees that are top level performers. Most companies still post
bland, uninteresting job descriptions, crossing their fingers in hope that
they will find the ideal individual who is an organizational fit. In addition,
the most shocking aspect of this is that most business leaders focus
their resources and efforts going after the 17% of candidates who are
actively seeking employment, yet desire to employ the 83% who are not
looking for work (Adler, 2013).
Employers want to hire top performers, but most are not cognizant of
doing so in effective ways and avoid violating anti-discrimination and
other significant employment laws. For example, Adler (2013) informs
that there are a variety of reasons that hiring managers have a hard time
finding the best recruits, including that: employers depend on a surplus
of candidates during the hiring process, but seek them in a talent scarce
environment; candidates do not know how to engage in the hiring game;
and few hiring managers take responsibility for attracting quality
candidates because they are focused on attracting quantity, hoping to
discover that diamond in the rough. These are all significant issues that
need to be addressed, dissected, understood, and reframed in a
strategic manner to produce the most effective hiring programs that will
attract top talent (Adler, 2013). In this paper I will prepare an
Employment
Your supervisor has placed you in charge of hiring a new, full-time administrative assistant for your department.
1. Prepare an advertisement for that position that complies with federal law. This advertisement must be
detailed. The minimum length of your job description must be 300 words (approximately three-fourths of a
page). You can make up the job details but must include the following:
a. A job description.
b. A description of the job duties.
c. A description of the minimum qualifications.
2. Prepare 10 illegal questions that must not be asked. For each question, be sure to justify your reasoning.
3. Prepare 10 legal questions that may be asked during the interview. For each question, be sure to justify
each question.
BUS 670 Legal Environment
Anti-discrimination Laws Related to Employment
An important task that leaders face is attracting and recruiting
employees that are top level performers. Most companies still post
bland, uninteresting job descriptions, crossing their fingers in hope that
they will find the ideal individual who is an organizational fit. In addition,
the most shocking aspect of this is that most business leaders focus
their resources and efforts going after the 17% of candidates who are
actively seeking employment, yet desire to employ the 83% who are not
looking for work (Adler, 2013).
Employers want to hire top performers, but most are not cognizant of
doing so in effective ways and avoid violating anti-discrimination and
other significant employment laws. For example, Adler (2013) informs
that there are a variety of reasons that hiring managers have a hard time
finding the best recruits, including that: employers depend on a surplus
of candidates during the hiring process, but seek them in a talent scarce
environment; candidates do not know how to engage in the hiring game;
and few hiring managers take responsibility for attracting quality
candidates because they are focused on attracting quantity, hoping to
discover that diamond in the rough. These are all significant issues that
need to be addressed, dissected, understood, and reframed in a
strategic manner to produce the most effective hiring programs that will
attract top talent (Adler, 2013). In this paper I will prepare an
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Document Details
University
Ashford University
Subject
Business Management