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Summary (Selection)

Summary (Selection) As suggested by , the selection process depends heavily on inputs such as job analysis, HR plans, and recruitment. These inputs are used within the context of challenges posed by organizational policies, equal employment laws, Immigration and Naturalization Service rules, a slow-growing supply of labor, credential distortion, and other legal concerns faced b the or animation. The key…

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Dependency of Human Resource Management Activities on the Selection Process

Dependency of Human Resource Management Activities on the Selection Process Challenges, Process, and Feedback Challenges discussed throughout this chapter and identified in Figure 8-13 include slow growth in labor markets, credential distortion, rules of the Immigration  and Naturalization Service, and other legal constraints. .A particularly important challenge involves the ethics of controlling the selection process. Since employment specialists…

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Hiring Decision: Step 8

Hiring Decision: Step 8 Regardless of whether the supervisor or the HR department makes the final hiring decision, hiring marks the end of the selection process, assuming that the candidate accepts the job offer. The hiring process involves more than just extending an offer. To maintain good public relations, employers should notify applicants who were not selected. Employment specialists…

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Realistic Job Previews: Step 7

Realistic Job Previews: Step 7 Realistic job previews supplement the supervisory interview. A realistic job preview (RJP) shows the employee the job and the job setting before the hiring decision is made. Often this involves showing the candidate the type of work, equipment, and working conditions involved. In some cases an RJP is provided as part of the recruiting…

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Supervisory Interview: Step 6

Supervisory Interview: Step 6  The ultimate responsibility for a newly hired worker’s success falls to the· worker’s immediate supervisor. The supervisor is often able to evaluate the applicant’s technical abilities. Likewise, the immediate supervisor can often answer the interviewee’s specific job-related questions with precision. As a result, one study reported that in over three-fourths of the organizations surveyed, the supervisor…

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Immigration and Naturalization Rules

Immigration and Naturalization Rules The Immigration Reform and Control Act of 1986 has added a complicating twist to background checks. While EEO laws and regulations preclude discrimination on the basis of national origin” the Immigration Reform and Control Act demands that employers not hire undocumented aliens (“illegal aliens”). To comply with the law, employers must complete and retain an…

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Medical Evaluation: Step 5

Medical Evaluation: Step 5 Many employers have done away with this step because the Americans with Disabilities Act makes the qualified disabled a protected class under equal employment opportunity laws. A medical evaluation may uncover disabilities or potential disabilities.” Then, if the applicant is not hired, charges of discrimination may be brought under the act. A preexisting health condition…

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Bonding and Security Checks

Bonding and Security Checks When an applicant is going to have access to money, valuables, or class information- as an account executive at Chimerical would-a background search may be conducted that goes far beyond letters of reference. Bonding companies may want far more detail than appears in the application. The HR department may want to check criminal records and…

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References and Background Checks: Step 4

References and Background Checks: Step 4 Imagine the personal and professional embarrassment of the hiring manager and the HR department at the Washington Post when the distorted credentials were uncovered. In this example, the selection processes lacked a thorough evaluation of credentials. References are viewed in different ways by different professionals. Personal references-ones that attest to the applicant’s sound character-are…

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Interviewee Errors

Interviewee Errors Interviewees make errors too. Some may result from an attempt to coyer up job-related weaknesses. Others may emerge from simple nervousness. While interviewers=-especially those in the HR department-may conduct hundreds of job interviews in a year, most applicants never experience that many in a lifetime. The National Association of Corporate and Professional Recruiters asked executive headhunters and HR…

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