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Employment Laws
1. Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions. Determine two (2) employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws.
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***
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***
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requirements
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*******
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a
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Interview
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*****
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*** ***** ***** Notice ***** questions ****** **** ***** as they ***
** his/her primary concerns **** detailed hand-written ***** ********** *** ******* topics **** will
**** *** *********** the ********** **** one another(especially ** you will be conducting several interviews) **** ******** ******** each candidate and **** interview clearly ****** *********** ********** to
the *** ******** **** **** help ** *** ********** ** candidates ******** *** ******* *** *********** immediately ***** *** interview **** ****** is *************** *** ** ******** everything ******** ********** *** **** ** **
**************** each ********* ** **** ** the ******** *********** following *** interview * **** ***
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*******
and
**** you will be ****** a *** **
******
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** each ********** *
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job
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***
***
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************************* ****** **** **************** the candidates ** **** ** *** criteria; ********** *** interviewers
****** compare ***** *******************
*** ******* *** ************* Having
more **** *** *********** helps ******* *** ******** *******
* ** Courteous *** *********** ******* *** interview ** a private ***** **** **** ************* ***** *** ********* on ********* ** ******** ******* *** ********* ******* ************** Allow ********** **** for *** ********** Appreciate *** candidate's **************** ** *** patronize *** candidate ** *** ***** with
***
candidate
***** *** ********* *** his/her
****
***
********* 6 ********** **** ************** *********** attempt ** ********* *
******* **** the *********** breaking
the ice; *** ******* *** ***** *****
experiences in * ********** ******** or
************ location ****** **
******* resume) Promote * relaxed
*********** with free-flowing conversation ** ***
dominate *** ********** ** ******* *** ********* *******
***
*
80/20 **** * you
talk
20%
** *** **** *** *** ********* ***** *** ** the time Politely ***** *** ********* *** ************* ****** ********** ********* that will ******* ******* into the candidate's ****** and
******* Ask structured ********* **** **** require
**** ******* on *** part of *** ********** ****** carefully to *** *************** ********** **** ** *** ******* *** **** ******** ******* probe ***** **** *** Explain *** *********
process to *** candidate:Offer ********* time ****** *** ***** to your ****** ** an interview ** ** ** **********
*********** ** not *** questions ********** *** *** ** the ************ ******* using ***
words "over *************** **** older *********** about their arrest *********** ** ********* **** *********** * in **** ******
** ** permissible ** *** ** *** ********* *** **** **** ********* of * crime)
*****
****
**
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********** *** candidate's *********** ** *** ** prior ** ********* ** ***********
to
***
********** *** ** able ** ******* ***** ** eligibility to **** ** *** ** **
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job) ***** ******** or
religious ******* ** ********* ********** *** candidate's ****** and weight ** ** **** *** ****** their ******* ** perform *** **** ********** *** ***** *** ********* ** ************** ***** *********
******** ** *** ************ *** permitted) ***** ******* or not *** ********* **** or ***** ******* **** and who ***** with *********** for their address for ******
******* ** ************ concerning the candidate's ******
******* ** ********* ************ **** ***** ****** ******* may be ********** *********** *** ******* **** ******* ********
********** ********* ** ******** **** ** *** ******** to ******* *** **** concerning their ***
or genderAvoid *** ******** or ******** that *** be found inappropriate by *** ********* It's ******* ******** of ******* **** **** ** **** **********
********* ** ******* ****************** ******* at a ******** ******** *** be ********* ** most ********** ** long ** *** don't *****
** illness ** *********** concerning *** *************** ****** ** ******* status or
********** arrangements(but ** is *********** ** *** if *** ********* **** ** able ** **** the ******** hours *** the ***** ********** *** candidate's ********** **
* **************** ************ ** **** that ** not ******* ** *** **** ********** ******** ** ****** **************** ****** ******* *** candidate can ******* *** ********* ***
****** ** ********** *** *** ****** *** ** *** *** applicant to describe ** *********** *** they ***** ******* ** essential function *** **** certain ******** ********** *** ***
***** *** *** ** ******* with an attorney ****** ****** ******** As * **** ** ***** don't
ask *** ********* that *** *** *********** ** *** ***