human resource series: recruitment and selection
Post on 15-Apr-2017
Embed Size (px)
Part 1 of 4
Section One: Job Application
Section Two: Job Description
Section Three: Job Interview
Section Four: Background Checks
Some questions should be avoided b/c theycould pose some legal exposure. To help avoidthis situation, consider the following:
Don't ask an applicant for their date of birth.Review the application to make sure it doesn't askfor gender, race, religion, sexual orientation orother information.Don't inquire about disabilities, health problems, ormedical conditions.Be sure your application clearly states thatmisrepresentation may result in termination.Require the applicant to sign the applicationInquire why the applicant left a former job.
General summary of the job nature and to whom the employee willreport.Specific job duties should be as detailed and thorough as possible.State other requirements such as interacting with the public,weekend work, and/or travel. Include if the use of certain equipment or software will be required.Include a general statement such as "to perform other duties asrequired" to allow flexibility.
Prepare a descr ipt ion that is c lear aboutdut ies and expectat ions to avoid later issuesof employee performance.
The job description should include:
Don't ask for any prohibited information.
Avoid questions regarding marital status, if they have children, or plan
to have children,
If the applicant appears disabled, do not ask about their disability. You
may explain the job duties and ask whether he/she would be able to
perform them without accommodation.
Ask why they left prior jobs.
Do's and Don'ts during the interview:
After deciding on an applicant, besure to check all references.
Remember: competent, pleasant, and respectful staffmay reduce the likelihood of a malpractice claim.
NEXT IN THESERIES: THEHIRING PROCESS
Joanne Rinardo504 593 [email protected]
Contact the author: