Preparing to hire

Preparing for recruitment involves several mandatory steps to prevent liabilities to the agency. This includes considering recruitment methods, screening exams, and background checks. However, it is important to understand the legalities of these processes. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Unless the employer can justify the test or procedure under the law, the use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group. For this assignment, as the HR director of “For The People IT Design Center” or your selected organization, prepare the hiring manager to recruit for a position of your choice. In a 34 page paper: Compare the different types of recruitment methods. Select one to use in your company and describe why this is your chosen method. Compare two different employment screening exams required for job-relatedness and business necessity. How will you show evidence of job relatedness (validity) for each test? What is the purpose of content validity tests? Analyze the legalities of the employment screening exams used during the hiring process. Discuss the policies and practices that should be in place for internal candidates applying for the position. Describe inadvisable preemployment inquiries as you are preparing for the interview phase. Explain how these could lead to hiring liabilities and what policies you will have in place to avoid any perceived risks. Describe what should be included in the offer to the selectee. Describe your documentation process and explain how long documents should be retained. Additional Requirements Your paper should also meet the following requirements: Written communication: Ensure written communication is free of errors that detract from the overall message. Standard formatting: Include one-inch margins, appropriate headers, and a title page. APA formatting: Resources and citations are formatted according to current APA style and formatting. Review the Evidence and APA Links to an external site. section of the Writing Center for guidance. Length: 34 typed, double-spaced pages, excluding title page and reference page. Font and font size: Times New Roman, 12 point. Review the Preparing to Hire rubric to familiarize yourself with the required criteria for this assignment. Competencies Measured By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and rubric criteria: Competency 1: Examine the effect of the employment process on current work environments. Compare the different types of recruitment methods. Select one to use in the company and describe why this is the chosen method. Discuss the policies and practices for internal candidates applying for the position. Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment. Compare two different employment screening exams required for job-relatedness and business necessity. Discusses how it will show evidence of job relatedness (validity) for each test. Discusses the purpose of content validity tests. Competency 3: Apply the laws and safety issues in the workplace. Analyze the legalities of the employment screening exams used during the hiring process. Describe what should be included in the offer to the selectee, describe the documentation process, and explain how long documents should be retained. Competency 5: Create strategies for recovery from exposure to liabilities. Describe inadvisable preemployment inquiries, explain how these could lead to hiring liabilities, and include the policies that have to be in place to avoid any perceived risks. Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession. Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession. Week 4 Assignment: Preparing to Hire Week 4 Assignment: Preparing to Hire Criteria Ratings Pts Compare the different types of recruitment methods. Select one to use in the company and describe why this is the chosen method. 22.5 to >19.13 pts DISTINGUISHED Evaluates the different types of recruitment methods. Selects one to use in your company and discusses why this is your chosen method and supports with details from scholarly sources. 19.13 to >15.75 pts PROFICIENT Compares the different types of recruitment methods. Select one to use in your company and describe why this is your chosen method. 15.75 to >0 pts BASIC Lists the different types of recruitment methods. Selects one to use in your company and describe why this is your chosen method and key information is missing. 0 pts NON_PERFORMANCE Does not compare the different types of recruitment methods or does not select one to use in your company or does not describe why this is your chosen method. / 22.5 pts Compare two different employment screening exams required for job-relatedness and business necessity. Discusses how it will show evidence of job relatedness (validity) for each test. Discusses the purpose of content validity tests. 19.5 to >16.58 pts DISTINGUISHED Analyzes two different employment screening exams required for job-relatedness and business necessity. Discusses how it will you show evidence of job relatedness (validity) for each test. Discusses the purpose of content validity tests. Supports ideas with details from scholarly sources. 16.58 to >13.65 pts PROFICIENT Compares two different employment screening exams required for job-relatedness and business necessity. Discusses how it will you show evidence of job relatedness (validity) for each test. Discusses the purpose of content validity tests. 13.65 to >0 pts BASIC Discusses two different employment screening exams required for job-relatedness and business necessity. Lists how it will you show evidence of job relatedness (validity) for each test. Shares the purpose of content validity tests. 0 pts NON_PERFORMANCE Does not compare two different employment screening exams required for job-relatedness and business necessity. Does not discuss how it will you show evidence of job relatedness (validity) for each test. Does not discuss the purpose of content validity tests. / 19.5 pts Analyze the legalities of the employment screening exams used during the hiring process. 19.5 to >16.58 pts DISTINGUISHED Evaluates the legalities of the employment screening exams used during the hiring process and supports with details from scholarly sources. 16.58 to >13.65 pts PROFICIENT Analyzes the legalities of the employment screening exams used during the hiring process. 13.65 to >0 pts BASIC Discusses the legalities of the employment screening exams used during the hiring process and key information is missing. 0 pts NON_PERFORMANCE Does not analyze the legalities of the employment screening exams used during the hiring process. / 19.5 pts Discuss the policies and practices for internal candidates applying for the position. 19.5 to >16.58 pts DISTINGUISHED Discusses and analyzes the policies and practices for internal candidates applying for the position and supports with details from scholarly sources. 16.58 to >13.65 pts PROFICIENT Discusses the policies and practices for internal candidates applying for the position. 13.65 to >0 pts BASIC Lists the policies and practices for internal candidates applying for the position and key information is missing. 0 pts NON_PERFORMANCE Does not list the policies and practices for internal candidates applying for the position. / 19.5 pts Describe inadvisable preemployment inquiries, explain how these could lead to hiring liabilities, and include the policies that have to be in place to avoid any perceived risks. 19.5 to >16.58 pts DISTINGUISHED Discusses inadvisable preemployment inquiries, explains how these could lead to hiring liabilities, includes the policies that have to be in place to avoid any perceived risks, and supports with details from scholarly sources. 16.58 to >13.65 pts PROFICIENT Describes inadvisable preemployment inquiries, explains how these could lead to hiring liabilities, and includes the policies that have to be in place to avoid any perceived risks. 13.65 to >0 pts BASIC Itemizes inadvisable preemployment inquiries, discusses how these could lead to hiring liabilities, and includes the policies that have to be in place to avoid any perceived risks, but key information is missing. 0 pts NON_PERFORMANCE Does not itemize inadvisable preemployment inquiries, discuss how these could lead to hiring liabilities, or include the policies that have to be in place to avoid any perceived risks. / 19.5 pts Describe what should be included in the offer to the selectee, describe the documentation process, and explain how long documents should be retained. 19.5 to >16.58 pts DISTINGUISHED Discusses what should be included in the offer to the selectee, describes the documentation process, explains how long documents should be retained, and supports with details from scholarly sources. 16.58 to >13.65 pts PROFICIENT Describes what should be included in the offer to the selectee, describes the documentation process, and explains how long documents should be retained. 13.65 to >0 pts BASIC Lists what should be included in the offer to the selectee, describes the documentation process, and explains how long documents should be retained, but key information is missing. 0 pts NON_PERFORMANCE Does not list what should be included in the offer to the selectee, describe the documentation process, or explain how long documents should be retained. / 19.5 pts Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession. 30 to >25.5 pts DISTINGUISHED Communicates in a manner that is scholarly and professional that addresses the intended audience and is free of grammatical and mechanical errors. 25.5 to >21 pts PROFICIENT Communicates in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession. 21 to >0 pts BASIC Communicates in a manner that is professional for members of the human resources profession, but manner is not scholarly as there is inconsistency with grammar and mechanics. 0 pts NON_PERFORMANCE Does not communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession. / 30 pts Total Points: 0 Choose