[Instant Help From 10$/Pg] Better Leverage Candidate Screening

[Instant Help From 10$/Pg] Better Leverage Candidate Screening

Module 2 – SLPHIRING PRACTICES AND LEGAL COMPLIANCE

Another important aspect to finding the best person to hire is pre-hire assessments. Read the following:Employers can better leverage candidate screening tools. (2020, March 2). PR Newswire. Available in the Trident Online Library.

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Now imagine you are an HR Professional for a large warehouse company. You have been asked to prepare a 2- to 3-page memo for your company’s hiring managers, explaining to them the employment law issues to consider in preparing pre-employment physical tests or assessments. Many of the warehouse jobs require physical skills of varying kinds, so pre-hiring physical tests are appropriate.

In your memo, you should address the key legal concepts hiring managers should keep in mind when working with medical consultants to design pre-employment physical tests. Be sure to discuss disparate treatment, disparate impact and how the EEOC might assess the test, among any other relevant issues. You should do your own additional research to make sure you are confident about the contents of your memo.

Bring in at least two valid and reliable high-quality peer-reviewed sources found in the Trident Online Library. These two high-quality sources are in addition to your provided course materials. (Be sure to cite sources within the text of your paper as well as list each in the Reference section.)

Turn in this memo by the module due date. Paper length: 2-3 pages, not counting the cover and reference pages.

SLP Assignment Expectations

 

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