During a recent interview with a new hire, a candidate was asked several discriminatory interview questions. The candidate filed a claim with the Equal Employment Opportunity Commission (EEOC). After your organization’s chief executive officer (CEO) was contacted by an investigator at the EEOC, you, as the newly hired human resources (HR) director, were asked to develop a new recruiting strategy and hiring process that will meet EEOC regulations. This process is needed immediately because a new mid-level manager needs to be hired. Recruitment and Hiring Process

Recruiting and Hiring Process

• Introduction
• Recruiting and hiring is central to successful business processes.
• There challenges in recruiting:
• A pool of Labor
• Hiring Policies
• Time-consuming
• Stressful
• Questionable interviews can violate hiring laws.

Understanding recruitment law is therefore essential to an effective interview process

Recruiting and hiring the right people is critical to the success of a company. However, the flood of applications in the market makes recruiting difficult because recruiting doesn’t always mean checking cover letters and resumes. Furthermore, the application process is an important part of the recruitment process, but it can also be time-consuming and stressful (Adamovic, 2020). Reasons for asking questions during an interview may constitute violations of the law. Therefore, when hiring, it is imperative that you understand the laws that affect the application process in order to make appropriate hiring decisions while ensuring that you protect the rights of candidates.

Federal laws against discrimination in hiring and hiring

There are several laws that protect employees from discrimination; Title VII of the Civil Rights Act of 1964 is a U.S. labor and civil rights statute that prohibits discrimination based on color, race, sex, religion or nationality (Adamovic, 2020). This law is especially important in the context of employment. For example, race is often obvious when interviewing a person, but you should avoid asking questions about race that imply concern about a particular factor. Another piece of legislation is the Age Discrimination in Employment Act 1997 which protects applicants and employees aged 40 and over from any form of age discrimination in hiring, remuneration, dismissal or conditions, privileges or conditions of employment (Adamovic, 2020)  …(*)