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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  • pnjeru
    pnjeru
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    *********

    ****

    need to **** a new ******** **** *** ******** utilizing the ****** *** ******* of **** current ********** *** your ******** ****** support * *** employee?) ******* * ********

    ***

    ********

    ***** *** the job's ********* ********* *** *** *********** ********** ***** * *** *********** *** ***

    specification

    ***

    the

    ******** ***** ** *** *** ********* ********* *** ****** for *** ******** based ** ********

    ***

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    recruitment

    ********** to be used? **** ** *** **** ***** for ********** your ******* Remember *********** is *** *** only ** *********** *** **** way to ******** ******* and ****** ************ *** resumes and **** ****** *** most ********* **********

    ***

    ******* consideration ********* the **** ********* ********** for *** ******** based ** the ********* *********** *** ************** Check *********** Hire *** **** ****** *** *** *** ** ******* in Advance ***

    ***

    Interview Know

    ****

    you **** ** a ********* before *** *****

    ***

    *********** ****** *** *** ************** and

    requirements

    **** **** **** ******** **** *** job *** *** responsibilities: ****** ***

    job

    *********** Prepare * **** ** ******** ********* concerning the *************** ******

    abilities

    *** past **** *********** **** *** ****

    *******

    to answer ******* * ****

    **

    *********** *** measurable criteria ****** ** *** **** ** * ********* ** ***** ****** *** ********* *** ********* *** candidates Review

    ***

    candidate's resume ***** ** the ********* *** ******** *********** times and ********** time limits ** ******** ** ******* *** *** ** *** required employment ******

    *********

    *** most legally ********** ***** *** ***** **** *******

    a

    "piece ** the ********** Collect Pertinent *********** During ***

    Interview

    ***** past ******** predicts future ******** look *** *** candidate's ********

    ********************

    ** *** ******* information:For ******* *** *** ********* enjoyed ********* picture" **** ** ******** analysis

    *****

    Is

    ****** **** ** * generalist or

    ****

    **

    *

    *********** Oftentimes ** listening ** *** *** ********* ******** ** **** ********* ***** previous jobs you will ** **** to *** * **** **** **** of **** their ******** will ** **** in *** ******* *** *** ** offer *** **** ******** *********** up ***** so **** *** ********* will be **** to ********* ******* **** exactly **** your company's *************** *** the ***** ***** ** ******* ****** ******** the ********* *********** *****

    *** *** *** will ** ******* ** *** *** ***** ***** ** impress **** *** ********* **** ***** ** the *************** past performances:For ******* if the *** such ** ** ****** ******* ******* ** ********** who ** well-organized and ******* paperwork ****** *** *** **** to *** ********* ** *** **** track

    ** **** own schedules *** **** **** in **** ******* **************** *** ******** structured ********* ** ******* to ******** ******** **** the *** holder may ********** on **** ******** *** *** ******* of *** *************** ******* ** a ********** ********* For ******** "As *** customer ******* ************** *** ***

    ********* * few ******* ******* who **** **** and ****** ** *** **** the telephone ** ** person Have *** had *** ********** ******* **** ********* ********** Who *** the most ********* ******** *** *** ** **** ***** **** was *** situation? *** *** *** resolve *** problem?" Notice how well the ********* ******* and responds ** *** questions ****** **** *** *************** ****** ** ***** *** ********** behavior:Are they ********* **** ********* ********* ****** ** *** ********* *** ********* ************ *** ******* *** *** questions

    *** ***** ***** 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 * **** ***

    *** ************** During *** ********** ***** ************** ***** appearing ***** and ********* Set * ************ atmosphere ********* *** interview and ****** *** ********* ** the ************* *** ********* **** *** **** be ******** on ****

    *******

    and

    **** you will be ****** a *** **

    ******

    *******

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    ** each ********** *

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    ** the ******** for analyzing candidates:Ask questions in regards ** ***

    job

    *********

    **** *** ********* job-related **

    ***

    ***

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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)

    *****

    ****

    **

    **********

    ********** *** candidate's *********** ** *** ** prior ** ********* ** ***********

    to

    ***

    ********** *** ** able ** ******* ***** ** eligibility to **** ** *** ** **

    hired?") ********** *** *************** ancestry ********** ** ****** language(it ** permissible to *** about their ability ** speak ******* ** * ******* language ** ******** *** the

    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 *** *** *********** ** *** ***

    Buy

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