Nursing

Questions to Challenge You 1. What approach does your organization use to recruit employees? Is it effective? How could the pro- cess be improved? 2. Imagine that a potential candidate asks you to describe your present workplace. What would you say? 3. Have you ever participated in a staff interview, either as a candidate or […]

hiring is often shared by HR and nurse managers. Position description is fundamental to all selection efforts because it defines the job. • Recruitment is the process of locating and attracting enough qualified applicants to provide a pool from which the required number of new staff members can be chosen. • Selection processes should be

The 2009 amendments included some employer-friendly provisions as well. Reverse dis- crimination claims by nondisabled individuals are not in violation of the Act. Although the pool of individuals covered in the amendments is expanded, the reasonable accommodation features remain the same, as do existing exclusions for criminal behavior and current drug use. Recruiting and selecting

The interview begins promptly . Jack warmly greets Sabrina and establishes rapport. He follows the interview guide provided by the human resource department. Jack informs Sabrina that he will be taking notes during the interview process. After reviewing her educational and work history, Jack asks Sabrina several situational ques- tions related to work in the

MANAGING RESOURCES The Americans with Disabilities Act that took effect in July 1990 prohibits discrimination based on an individual’s disability. A disability is defined as a physical or mental impairment that substantially limits one or more of the major life activities, or has a record of such impair- ment (e.g., attended a school for the

Requiring proof of citizenship before hiring. CHAPTER 15 • RECRUITING AND SELECTING STAFF 213 TABLE 15-3 Continued Appropriate to Ask Inappropriate to Ask Photographs May require after hiring for identification purposes only. Requesting a photograph before hiring. Education Questions concerning any academic, professional, or vocational schools attended. Questions specifically asking the nationality, racial, or religious

How is this question related to job performance? presents appropriate questions to ask in an interview. The basic rule of thumb for interviewing is when you are in doubt about a question’s legality, ask, How is this question related to job performance? If it can be proved that only job-related questions are asked, EEO law

MANAGING RESOURCES:their specifications. Remember that the law does not say one cannot hire the best person for the job. What it says is that race, color, sex, religion, disability, national origin, or any other pro- tected factor must not be used as selection criteria. As long as the decision is not made on the basis

What questions do you have about this job? A BFOQ allows an organization to exclude members of certain groups (such as all men or all women) if the organization can demonstrate that a selection method is a business necessity. A business necessity is likely to withstand a legal challenge only in the unusual instances when

What are your goals? The Act applies to most employers with more than 15 employees, although there are several exemptions—among them, a bona fide occupational qualification (BFOQ), a business necessity, and the validity of the procedure used to make the personnel decision. Discrimination is allowed on the basis of national origin (citizenship or immigration status),