Hiring and Staffing
Your objective is to hire qualified applicants. A job description will help
you accomplish this objective. A job description should state the primary
duties and responsibilities of a position, as well as requirements and
experience. Once the primary duties have been developed, the preemployment
process is ready to begin. By taking the time to hire the right employee
now, mishaps and headaches can be avoided later.
- Advertise the opening internally and/or externally.
- Screen resumes/applications.
- Interview qualified candidates.
- Verify references.
- Offer position.
Seem easy? Well unfortunately it's not. There are many rules/regulations,
state and federal one must adher to while performing the above process.
The most common pitfall in the hiring arena is discrimination. The following
is a list of federal regulations that apply to most companies:
| # of Employees |
Applicable Law |
|
|
|
National Labor Relations Act (29 USC 157)
|
Protects employees from recourse when engaging in union activity.
|
|
2 or more
|
Equal Pay Act (29 USC 206d)
|
Prohibits discrimination of any kind based on race, sex, or religion.
|
|
4 or more
|
Immigration Reform & Control Act of 1986 (8 USC 1324)
|
|
|
15 or more
|
Title VII, Civil Rights Act of 1964 (42 USC 2000e)
|
|
|
15 or more
|
American with Disabilities Act (42 USC 12112)
|
|
|
20 or more
|
Age Discrimination Act (29 USC 623)
|
|
|
50 or more
|
Rehabilitation Act of 1973 (29 USC 794)
|
Prohibits government contractors from discriminatng based on a disability.
|
In essence, do not ask any question that is not specifically job related on the
job application or during interviews. Also keep in mind the above laws when
attracting eligible applicants in advertisements.
