This will guide and help employers when they interview, choose and accept new employees or even in promoting a current employee from within the company. But before the interviews begin, employers should take steps to make sure that they reached all the thoroughfares of the pool of qualified applicants.
- Employers must take in mind that the application form is their calling card. They must know that any questions on the application form unrelated to the job will appear as somewhat discriminatory and will dissuade good and qualified employees from applying to their company.
- Newspaper and magazine advertising will attract women primarily because they are the main readers. Members of minority groups, people of different sexual orientations and people with disabilities are people of the community who communicates a clear message that qualified applicants from disadvantage groups are welcome to the employer’s company and be treated with respect.
Interviews and Notes
Interviews are always a part of pre-employment screening and conducted by employers to learn more about the suitability of their applicants who are under consideration for a specific job. But sometimes the information being searched during the interviews are not even relevant to the job now available and let discriminatory elements effect the pre-employment screening and selection process. Discriminatory questions like:
- Where the applicant was born which has nothing to do with their ability to do the job available.
- Asking their height and weight, which are not for measure of physical strength, but for screening out women or some ethnic or racial groups that is much smaller in stature.
The company should conduct their pre-employment screening and interviews with hiring or picking a skilled interviewer that can properly assess an applicant without asking a lot of unnecessary questions. This guide will show a lot of common mistakes in interviewing and add new useful alternatives. Although employers can’t predict what will be the outcome of every interview and the situation, they should keep in mind that the pre-employment screening they conduct needs to add sensitivity to the kinds of situations that can lead to human rights complaints or even lawsuits.
The commission policy allows pre-employment screening of the employers to collect data they need to plan and support programs designed to improve opportunities for disadvantaged groups like their race, age, sex, disability, ethnic origin or other things that promote discrimination. But the information collected from the pre-employment screening may include information from prohibited grounds. But if there is a complaint, the employer needs to prove that the information collected from the pre-employment screening was not used for discrimination or later when making the hiring decision.
For more information about pre-employment screening, feel free to visit www.intelifi.com/technology/emerge/ or call (800) 409 -1819