Human Resources 630 Recruitment and Selection - Can someone tell me what page th

Question

Human Resources 630 Recruitment and Selection -

Can someone tell me what page this information is on? The Uniform Guidelines on Employee Selection Procedures (1978) define adverse impact as a substantially different rate of selection in hiring, promotion, or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group. A selection rate for any race, sex, or ethnic group which is less than four-fifths (4/5) (or eighty percent) of the rate for the group with the highest rate will generally be regarded by the federal enforcement agencies as evidence of adverse impact. (p. ##).

Explanation / Answer

Selection is the process of finding the right person for the right job.

The Uniform Guidelines for Employee Selection Procedures includes the selection process and its components.

These guidelines state that the Criteria used for selection must be both job-related and valid. In addition, the selection procedure should avoid adverse impact on protected classes and should be able to develop a process which exactly forecasts the on-the-job performance.

Adverse impact refers have a discriminatory effect on a protected group The reasons for adverse impacts include decisions that are not job-related and such decisions will surely have a negative impact

The basic principle of the Uniform Guidelines states that a selection process can have an adverse impact on the employment opportunities if the procedure disproportionately screens the members under race, color, religion, sex or national origin and this is considered to be unlawfully discriminatory.

The same can be lawful provided the process or its component procedures have been validated in accord with the Guidelines.

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