Recruiting and Selecting Employees





Recruiting and Selecting Employees

The hotel needs to determine all the positions that it wants to be filled. It has to provide job descriptions and qualifications for every position identified. When doing this, the hotel should ensure that it acts within the law by ensuring that it does not go against the law by discriminating some people. This should also be observed in instances where the hotel decides to advertize the positions in the publication of their choosing. Applicant screening is critical. It involves the use of several devices including applications, interviews, pre-employment testing, background checks, and references. These tools are fundamental in ensuring that the hotel gets the right candidates for the job. The primary laws to observe during the recruitment and selection process include the Civil Rights Act, Americans with Disabilities Act, and the Age Discrimination in Employment Act.

It is preferable for the hotel to use uniform application forms. The forms ensure that the applicants provide all the details required by the business. In addition, the use of uniformity ensures that all the applicants get equal chances of employment. The application forms are meant to identify the qualifications of the applicants. The way that employers structure the requirements in application forms and the interview questions can subject them to legal liability. Therefore, employers should ensure that they consult their legal advisors who have specialized in employment law to avoid such incidences from happening.

The interview questions should concentrate on finding out whether an individual is qualified for the position. Candidates can decide to file lawsuits if they are subjected to answering inappropriate questions. The interview questions should not be discriminatory in any way. For instance, minorities and women should have the same opportunities. Some job positions may require the employer to use other means to determine the qualifications of the candidates. The employer should ensure that the methods used are not discriminatory in any way. Factors that can contribute to discrimination include age, gender, marital status, race, ethnicity, religion, and national origin.

In cases where the employer is not able to make a choice between two candidates, he may be opted to conduct pre-employment testing. This can include drug screening tests, skills tests, and psychological tests. Psychological tests comprise of personality tests, performance predictors, and tests focusing on mental abilities. The tests used should be verifiable and reliable. Candidates should consent to drug tests, and the tests should be accurate to prevent the business from facing legal action. In cases where the applicants have provided letters of reference, the employer should contact the referees to verify that they wrote the letters. The employers also need to determine whether candidates have the right to employment and if they can work. Candidates’ eligibility needs to be checked, for instance, if they have work permits, and determine that the applicants are of the recommended legal age.

Background checks are important because they enable the employers to know the genuine applicants. In addition, the checks enable the employers to avoid litigation under negligent hiring. They include checking and confirming details such as the applicants name, social security number, education and training, criminal history, credit reports, and address history. Employers should ensure that they do not violate the law when they are conducting the checks. Employers should consider sharing the information of the background checks with the applicants if they used it to determine the hiring decision. Doing so will give the applicants a chance to rectify some issues and clarify others. Today, applicants need to sign a consent form allowing the process of background checks to proceed.


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