The Hiring process and Managing a Diverse Workforce

Employment tests and background checks are always conducted in cases of conducting a successful hiring process. In many instances candidates who fail to get selected for the vacancy advertised feels discriminated and goes ahead to filing a lawsuit with Equal opportunity commission which regulates employment issues. Just in case such happens the institution is required to retain the records of such an applicant. RECRUITMENT METHODS Every human resource manager strives to recruit the most talented and highly qualified applicant in their businesses. The human resource manager needs to understand the company’s needs before conducting any recruitment (Armstrong & Mitchell, 2008). com and monster. com among other (Armstrong & Mitchell, 2008). The organization in the strive to prevent any form of discrimination should ensure that the announcement is made so clear so that every applicant can get every word about the position and also the company should avoid posting announcements targeting applicants of a specific area since this is regarded a form of discrimination.

On the same sending, neutral messages and a national or widespread advertisement helps in avoiding any practices in the company. Employment agencies can address the Company's short-term staff needs. Thereafter, the human resource manager calls for a conference meeting with all the parties that require new staffs where they discuss jobs description, departments urgency and specific needs, the needed skills forth potential candidate ranging from levels of education to the experience in years and lastly they discuss on the salary. Just after the deliberation are made in the conference, the human resource manager prepares a well elaborate job description for the job and the positions available and then circulates it to the employment agencies for further action. Now the agencies begin searching for the best candidate where they finally send to the HR the resumes of the best and qualified candidates (Berman et al, 2012).

The HR then goes through all the resumes end to his/her office and selects the candidate they would wish to interview. Series of tests are done to the candidates once they arrive for the interview. After the notification, the organization is given 30 days by EEOC to respond to the cases filed on them where the organization is required to submit a statement of the position to the commission (EEOC, U. S). After every document is produced, then the commission initiates an investigation towards unveiling the truth. The process of the inquiry varies depending on the weight of the case; the commission can decide to visit the site to gather enough evidence by interviewing witnesses. Later the commission may call the claimant and the sued organization and start a settlement process.

S). BACKGROUND CHECKS Before any recruitment is done, background checks are done with the aim of finding the right candidate. Before any background check is done, the organization should have precise information on what each position requires (Armstrong & Mitchell, 2008). To avoid any issue of discrimination, the organization needs to treat every applicant equally ad reasonably keeping in mind that treating the applicants depending on their age, gender, religion, disability or any other for regarded unprofessional is termed as discrimination. Conducting background checks is good due to the increasing cases of violence in places of work, dishonest of workers and also due to the issue of negligent hiring court cases. These tests help in assessing the applicant’s ability or skills of performing in the position the organization is hiring for or the fitness towards performing the tasks.

The three major test in this company are drug test, skills testing and the pre-employment testing. Skills testing are mostly done to those applying for administrative jobs for the organization strives to see whether the applicant has all it takes to fit in the position advertised. Such skills may include typing skills and the ability to use computer packages and soft wares in workplaces. Drug tests are not are mostly not considered as kind of medical checks for ADA purposes. After recruitment is done, the resumes and application letters of the applicants are reviewed to initiate the interview process. After interviews are done, the qualified candidates are chosen for the advertised position, background checks conducted and the recruitment finalized by making an offer to the applicant.

An organization without or with the unclear promotional policy may end up creating conflicts within the workplaces, so it is essential for any organization to develop apparent promotional policies and ensure they are followed depending on the company’s performance (Armstrong & Mitchell, 2008). There should be a clear plan in which one is promoted from one level to the next depending on the employee’s performance and skills. If all these policies are followed closely then any adverse impact and interruption will be minimized and make the employees feel free and that no one was favored in the promotion. 1996), the high court ruled against the district court’s ruling in which the court failed to allow the plaintiff freedom of compensation in the name that the affirmative policy for the company which had employed the plaintiff was unlawful.

The law puts it clear that “an employer must exercise reasonable care to prevent and correct any harassing behaviour promptly” as this is one of the critical elements to any employee to defend him/herself in any court of law to avoid any liability (Calo, 2008). In a case where intimidation and harassment are done by a supervisor when the employer fails to perform reasonable care to prevent such any happening occurring again then such an employer is termed to be liable for such an action and should be arraigned in a court of law. WORK-LIFE CONFLICTS AN HR SHOULD CONSIDER A human resource manager should establish a working environment which allows the employees to change when and where they work from.