BUS 670 Anti-Discrimination Laws and Best Practices in Hiring: A Comprehensive Approach

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BUS 670 Anti-Discrimination Laws and Best Practices in Hiring: AComprehensive ApproachDiscuss the importance of anti-discrimination laws in the hiring process and providea detailed example of how an employer can create a job advertisement thatcomplieswith these laws. Include a comprehensive description of the job, qualifications, andduties as well as examples of both legal and illegal interview questions. Yourresponse should be a minimum of 800 words."

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BUS670Week5AssignmentAnti-discriminationLawsRelatedtoEmploymentYour 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 bedetailed. The minimum length of your job description must be 300 words (approximately three-fourths of apage). You can make up the job details but must include the following:a.A job description.b.A description ofthe 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 justifyeach question.BUS 670 Legal EnvironmentAnti-discrimination Laws Related to EmploymentAnimportanttaskthatleadersfaceisattractingandrecruitingemployeesthat are top level performers. Mostcompanies still postbland, uninteresting job descriptions, crossing their fingers in hope thatthey will find the ideal individual who is an organizational fit. In addition,the most shocking aspect of this is that most business leaders focustheir resources and efforts going after the 17% of candidates who areactively seeking employment, yet desire to employ the 83% who are notlooking for work (Adler, 2013).Employers want to hire top performers, but most are not cognizant ofdoing so in effective ways and avoid violating anti-discrimination andother significant employment laws. For example, Adler (2013) informsthat there are a variety of reasons that hiring managers have a hard timefinding the best recruits, including that: employers depend on a surplusof candidates during the hiring process, but seek them in a talent scarceenvironment; candidates do not know how to engage in the hiring game;andfewhiringmanagerstakeresponsibilityforattractingqualitycandidates because they are focused on attracting quantity, hoping todiscover that diamond in the rough. These are all significant issues thatneedtobeaddressed,dissected,understood,andreframedinastrategic manner to produce the most effective hiring programs that willattracttoptalent(Adler,2013).InthispaperIwillpreparean

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