Gender

Employee Selection as It Is

icer must be able to combine the application, interview, and verification process with a knowledge of what ‘red flags’ to look for in each part of that process. The person responsible for hiring determines, to a large extent, the success of their employer. This fact is especially magnified for small businesses that may not have a capable replacement on staff. Until the void is filled by a capable applicant, the entire business suffers adverse effects.The person in charge of hiring is an important responsibility in any company but large corporations are able to absorb a few judgment errors in employee selection. An employer of hundreds or thousands has few positions that only one person could do. Small businesses and other various organizations may have, for example, five employees each with a specific function. An analogy is a musical band that would likely have to replace a very integral part of the group such as the drummer with a stranger. Almost 80 percent of U.S. businesses employ less than 10 people. A majority of businesses must make the right call when hiring another team member and they must do it quickly. I have learned through experience and by research that by following a few guidelines, the employer can at least increase their odds for finding the right match for the position (Sloan, 2006).Pre-employment screenings ascertain basic information required for every job applicant. This procedure facilitates a systematic and orderly process from the beginning. In this phase, the employer documents the applicant’s identification and job classification for general record-keeping purposes. Additionally, the applicant is classified as to their appropriateness for a particular position. Information is ascertained as to the applicant’s education, training, and other qualifications. These initial groupings expedite the process and facilitate an increased propensity for a justifiable hire. Generally speaking, it is illegal for an employer to inquire as to an applicant’s ethnicity or religion and not recommended even while engaged in a casual conversation at any time during the hiring process. Discrimination, as defined by law, is a broad issue also encompassing gender and disabilities.

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