Key Terms
Three caveats
1. Referring employee may assume job competence based on friendship, not actual performance ability 2.
Example
A job requiring heavy lifting can assess physical capability. An office job cannot.
Mission
Stop and remedy unlawful employment discrimination. Core jurisdiction: Race, color, national origin, religion, sex.
Cannot ask about
Age, marital status, citizenship, disabilities, race, religion, national origin (or questions that reveal these - e.g.,
Purpose
Confirm resume details; assess soft skills (active listening, communication); gauge poise, professionalism, engagement.
Goal
Eliminate candidates who don't warrant the time and cost of an in-person interview.
PURPOSE
Final step in the interview process. Candidates are already qualified on paper; this determines who is the BEST choice.
STRUCTURE
HR makes the offer once the hiring manager decides. The offer includes salary, benefits, and job requirements.
SOURCE CONCEPT
"Get the right people on the bus." - Jim Collins, Good to Great (2001)
KEY PRINCIPLE
Don't make a hiring decision based on hope. "When in doubt, don't hire.
Illegal discrimination
Employment decisions based on factors unrelated to job performance. EEOC: U.S.
Nepotism
Hiring individuals related to current employees; a risk associated with referral programs. At-will employment: Either pa
Employer brand
The reputation and image a company projects to potential job candidates.