Assignment Prompt & Instructions
– ## SampleFormalEssay.pdf
– ## UnitIIStudyGuide.pdf
– UnitIIIStudyGuide.pdf
**## SampleFormalEssay.pdf**
1
Three Keys to Success
Joshua A. Learner
Columbia Southern University
LSS 1300: Learning Strategies for Success
Dr. John Doe
July 10, 2020
SAMPLE FORMAL ESSAY
The title page includes the title of
the assignment in bold font, the
student’s name, the name of the
university, the course name, the
instructor’s name, and the date
the assignment is due. There is
an extra double space after the
title of the paper.
Paper Format
✓ 1 inch margins
✓ Double spacing
✓ Paragraphs indented .5 inch (usually default Tab)
Suggested fonts:
✓ Sans serif fonts such as 11 pt. Calibri and Arial, or 10 pt. Lucida Sans Unicode
✓ Serif fonts such as 12 pt. Times New Roman, 11 pt. Georgia, or 10 pt. Computer
Modern. This example paper is written in Times New Roman, size 12. The same font
and font size should be used throughout the entire paper.
✓ This Formatting Formal Assignments tutorial will help you format your paper
✓ The CSU Citation Guide will also help with paper format and APA
Page numbers are placed in the
upper right corner of every
page. This is done by going to
“Insert,” “Page Number,” “Top of
Page,” and then selecting “Plain
Number 3.”
2
Three Keys to Success
Being successful in the classroom and the working world requires more than just pure
luck. Those who achieve success tend to understand that they must work hard, and they often
excel at incorporating various skills into their daily routines. Three skills that are essential for
ensuring success include organization, time management, and communication, and these are
abilities that most people can learn and master.
Organization is a skill that enhances efficiency. Being organized helps individuals
maintain order in their lives and allows them to focus on tasks instead of being distracted by
chaos. Being organized can also improve productivity. Having an area that is clear of clutter and
where necessary items are conveniently placed improves study time because everything is easily
accessible, and this allows the individual to focus on the task at hand. A messy or cluttered work
space not only makes it difficult to focus, but it can also be stressful. To help eliminate stress,
Scott (2019) recommends that individuals organize their physical space. She also suggests that
being proactive about anticipating stressors can help one be prepared to preemptively manage
them before they occur. That may mean spending a few hours tidying up a work area, making a
to-do list, or ensuring that children are fed and entertained before studying to ensure that the
study time will be productive. In addition to being organized, success also depends on one’s
ability to effectively manage his or her time.
Time management is the practice of intentionally assigning time to various tasks (Mind
Tools, n.d.). Using time wisely allows individuals to accomplish their goals promptly, which can
be vital if changes or corrections are necessary after the task has been completed. Procrastinating
until the last minute leaves little to no time to make necessary revisions, which can lead to subpar
work and lower grades, and it can also create unnecessary stress and anxiety. Procrastination is
When paraphrasing information,
in-text citations will include the
author’s name and the year the
source was published.
This is a transition sentence. It tells
the reader what the next topic is.
The title at the top of this page
needs to be the same as the title
on the title page. It is bold.
3
not the only time stealer, however. Staying busy with non-essential tasks can make an individual
less productive as well. Tourangbam (2011) notes that “Nothing is easier than being busy, and
few things are more difficult than being efficient and effective” (p. 2). It is important to use time
wisely and effectively. Prioritizing tasks and scheduling events allow individuals to maximize
productivity (Hamilton, 2013). When time is scheduled and work is ordered, the most important
tasks get completed first, which leaves room for unexpected occurrences like technological
issues and unscheduled meetings. Effective time management is a constantly evolving skill that
requires discipline and, at times, self-denial, because one must decide to forgo his or her desires
to do what needs to be done to ensure success. Time management is undoubtedly a very
important aspect of success, but success also depends on one’s ability to communicate well.
Communication involves conveying information in a clear and concise manner, and it is
important for people to communicate clearly whether they are presenting information verbally or
writing a research paper. Some of the various methods used to communicate in the modern age
include telephone conversations, email, and chat messaging (Hamilton, 2013). Phone
conversations must be professional, and it is important to be mindful of the tone of voice used
when communicating on the telephone. Ellis (2009) notes that since body language is non-
existent in phone conversations, first impressions are based on the pace of speech and the
warmth and tone of the voice. Written communication is also void of visual cues, so proper
etiquette must be used when communicating online or through email (Hamilton, 2013).
Additionally, written communication must be clear and grammatically correct so that others can
understand what is being communicated. The ability to clearly transmit key thoughts and ideas
to others is imperative.
Direct quotations include the author’s
name, year of publication, and page or
paragraph number.
4
Although there are many skills that contribute to success, three that have proven to be
essential for success in educational endeavors, the professional world, and everyday life are
organization, time management, and communication. Individuals who can master these skills
will have a set of competencies and abilities they can use throughout their lives to help them
achieve their goals and become successful.
5
References
Ellis, R. (2009). Communication skills: Stepladders to success for the professional (2nd ed.).
Intellect Limited.
Mind Tools. (n.d.). What is time management?
https://www.mindtools.com/pages/article/newHTE_00.htm
Scott, E. (2019). How to get organized to manage stress. Very Well Minded.
https://www.verywellmind.com/tips-on-getting-organized-3145158
Tourangbam, D. K. (2011). Time management. Vij Books Private Limited.
Note: An essay that will be copied and pasted
into Blackboard will include the references below
the essay; however, essays that will be uploaded
as a Word document will have a separate
reference page like the one shown here.
This is an example of a reference list.
This list is arranged alphabetically by
author name. All in-text citations
must have a corresponding entry on
the reference page.
The word “References” is bold
and is centered at the top of the
reference page.
**## UnitIIStudyGuide.pdf**
HRM 6301, Human Resource Management Methods 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
2. Discuss the impact of employment law on an organization's policy on equal employment opportunity.
2.1 Explain the role of equal employment opportunity laws in recruitment and hiring practices.
2.2 Determine knowledge, skills, and abilities (KSAs) for a selected position.
2.3 Recommend a recruiting strategy that includes necessary components of the interview and
selection processes.
Required Unit Resources
In order to access the following video resources, click the links below.
The videos, articles and webpages below offer valuable information on the role of employment law in
recruiting and hiring practices and how to determine KSAs for a position.
In the following videos, transcripts and closed captioning are available once you access the videos.
FitSmallBusiness. (2013, October 11). How to write a job description in 5 steps [Video]. Cielo 24.
https://c24.page/5wkjmb9apw7wwrnw37kjj9fa7w
Gregg Learning. (2017, October 7). HR basics: Job descriptions [Video]. Cielo 24.
https://c24.page/8rgbr2mrs83557tm3zyfm5vyts
Gregg Learning. (2017, June 23). HR basics: Recruitment [Video]. Cielo 24.
https://c24.page/bavrwn4dbu56jbag2v2zefz83r
Gregg Learning. (2017, June 23). HR basics: Selection [Video]. Cielo 24.
https://c24.page/c2ybh2y9dcbq7h2rgfgvdcgc6d
Read the following articles and webpages.
Ioannidou, T. (2019, August). Good recruitment is a key driver of productivity. Recruiter, 3.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=bsu&AN=138072745&site=ehost-live&scope=site
U.S. Equal Employment Opportunity Commission. (n.d.). Hiring practices that have a negative effect on
certain applicants. https://www.eeoc.gov/employers/small-business/hiring-practices-have-negative-
effect-certain-applicants
U.S. Equal Employment Opportunity Commission. (n.d.). 3. I’m recruiting, hiring or promoting employees.
https://www.eeoc.gov/employers/small-business/3-im-recruiting-hiring-or-promoting-employees
U.S. Equal Employment Opportunity Commission. (2003, October 7). Job applicants and the ADA.
https://www.eeoc.gov/laws/guidance/job-applicants-and-ada
U.S. Equal Employment Opportunity Commission. (n.d.). Prohibited employment policies/practices.
https://www.eeoc.gov/prohibited-employment-policiespractices
U.S. Equal Employment Opportunity Commission. (n.d.). 4. What can’t I ask when hiring?
https://www.eeoc.gov/employers/small-business/4-what-cant-i-ask-when-hiring
UNIT II STUDY GUIDE
Recruiting and Hiring
HRM 6301, Human Resource Management Methods 2
UNIT x STUDY GUIDE
Title
U.S. Equal Employment Opportunity Commission. (2017, July 25). Bass Pro to pay $10.5 million to settle
EEOC hiring discrimination and retaliation suit [Press release]. https://www.eeoc.gov/newsroom/bass-
pro-pay-105-million-settle-eeoc-hiring-discrimination-and-retaliation-suit
Unit Lesson
As the newly hired director of HR, you realize that there are some concerns at your organization about the
recruitment and hiring processes. The chief executive officer (CEO) also realizes and shares an update on
Bass Pro Outdoor World, LLC. In one of the claims against the company, the Equal Employment Opportunity
Commission (EEOC) found that Bass Pro World, LLC allegedly had a pattern of racist hiring in locations in the
United States (Nagele-Piazza, 2017). This cost the company $10.5 million. As such, you understand that you
need more information about these processes. From past experiences, you realize the impact of making good
or bad hiring decisions. Hiring the “wrong” applicant can possibly have just as much of an impact as leaving
the position vacant. In a CareerBuilder (2017) survey, 55% of employer respondents indicated that they have
experienced negative impacts on their business due to extended position vacancies (CareerBuilder, 2017).
These reported impacts are listed below.
• Productivity loss: 45%
• Higher employee turnover: 40%
• Lower morale: 39%
• Lower quality work: 37%
• Inability to grow business: 29%
• Revenue loss: 26%
This cost of recruiting, hiring, and training new employees can also significantly impact an organization’s
bottom line. You realize you must fully review recruiting and hiring practices as you are getting ready to hire a
mid-level manager for a position that has been vacant for quite some time. You need to abate the impact that
the vacancy is having on the organization, but you also have to fill the position with the best person for the
job. You have to get the recruiting and hiring process right.
Recruitment
You realize that there are many options to reach potential
candidates. You need to determine who needs to be
recruited, and you should create a plan to reach the
individuals for open positions (Breaugh, 2009). You want
candidates who will meet the organizational needs since
your new hires will impact productivity. You also realize the
importance of a diverse workforce. According to Ioannidou
(2019), a diverse team brings a broader range of
backgrounds and experiences to the table, which, in turn,
results in more innovative solutions and better-quality
decision-making within the organization. There is not one
best way to recruit candidates, and sometimes, using a
variety of strategies can increase the potential applicant
pool. Strategies such as those shown in Image 1 are
commonly used.
As the HR director, you knew that you needed to avoid
having any type of disparate impact. This would happen if your recruitment process, which seems to be
neutral, had a disproportionate impact on a protected group. Even though this may be unintentional, it needs
to be avoided. If you post a requirement that a candidate must have 3 to 5 years of experience, you may be
excluding candidates in a certain age group.
Your supervisor (the CEO of the organization) asked you if it was important to ensure that your recruitment
practices were not based on race, color, religion, sex, pregnancy, age, sexual orientation, gender identify,
national origin, age, or genetic information. You said yes, but you reminded the CEO that there are times
Image 1: Recruitment Strategies (adapted from
Naum100, n.d.)
HRM 6301, Human Resource Management Methods 3
UNIT x STUDY GUIDE
Title
when you may have to consider sex, religion, age, or a disability. The CEO looked confused, so it is time for
you to explain what a bona fide occupational qualification (BFOQ) is.
BFOQ
A BFOQ is an exception to the Title VII of the Civil Rights Act, which provides for a discriminatory exclusion
with the exception of race, color, and national origin (Findley et al, 2019). An example of a BFOQ for age may
be a mandatory retirement age for airline pilots for safety and fitness reasons. A women’s clothing designer
could hire female models while a church can hire only clergy from their own faith. There have been many
cases related to BFOQ. In 2017, a server at Bob Evans was removed from the schedule because she was
pregnant, and management felt that her due date was close. The judge determined that only her doctor could
determine if she can work and if she was near her due date (EEOC v. Bob Evans Farms, LLC, 2017). What
you also want to avoid are any discriminatory practices by ensuring that all employees who are involved in the
recruiting, interviewing, selection, and hiring processes strictly follow EEOC guidelines.
The Interview Process
As we learned in Unit I, according to the EEOC, you cannot discriminate against someone because of their
race, color, religion, age, sex, national origin, disability, or genetic information without a substantiated BFOQ
as discussed above (EEOC, n.d.). This also applies to the interview process. The focus must be on a
candidate’s knowledge, skills, and ability (KSAs).
You found out that the last time there was a job posting, there were 200 candidates. Of those candidates, 75
met the requirements in the job posting. The 75 candidates had the required KSAs.
Knowledge could include mastery in a subject area such as HR management or accounting. Skills may be
observable and quantifiable. They may include building a deck, working with Microsoft Office, or driving a
truck. Abilities are the capacity to perform and could include communication, time management, decision-
making, and the ability to interact with a team.
As you are only one person in the HR department, what would you do if you had to interview 75 people?
Thinking this through, you realize that you have options. For the first interview, you decide to choose one of
three options:
• an email interview,
• a telephone interview, or
• a video interview.
For the second interview, you may have 25 qualified candidates. You have several options related to the
format of this interview.
• You can conduct a one-on-one interview.
• You can have a panel interview.
• You can conduct a group interview.
• You can interview all 25 candidates by yourself.
In the final interview, you may have three qualified candidates who must meet with the CEO of the company,
either in person or on video, before there is a job offer.
Conducting the interview: Engle (2019) tells us that an interview begins with information about the
organization, including the mission. It is important to find out why a candidate is interested in the position.
Before the interview, the interviewers should have information related to educational background and work
experience, but additional clarification may be needed. Questions should be asked to evaluate problem-
solving and critical thinking skills. Well-written questions will allow the interviewer to glean an understanding
of who someone is, his or her motivations, and his or her values. Questions can be behavioral-based or
competency-based. You can present scenarios that will allow you to understand what someone would do if
faced with a certain situation. During this time, interviewers should get to know the person and if the person
will be a good fit for both the organization and the job. It is suggested that you ask the candidates the same
HRM 6301, Human Resource Management Methods 4
UNIT x STUDY GUIDE
Title
questions. You can ask clarifying questions. It is important to give each candidate the same opportunity to
answer the same questions.
Of course, there are some practices that should be avoided in an interview. An interview should never be
rushed, and the interviewer should not speak more than the candidate. Do not present an unrealistic
representation of the organization or the job. Even if the interview is not going well, be respectful. An
interviewer represents an organization and should always act professionally.
Pre-employment inquires: You may decide that a pre-employment inquiry is necessary before someone is
hired. It is important to make sure that these are related to the specific job duties. This is supported by the
EEOC, which has determined that there is a general rule for pre-employment inquires. The information
obtained and requested through the pre-employment process should be limited to those essential for
determining if a person is qualified for the job; information regarding race, sex, national origin, age, and
religion are irrelevant in such determinations (EEOC, n.d,).
Selection Process
You want to select the best candidate for the position. By asking relevant interview questions, you get to know
the candidate. The candidate has the required KSAs, meets the expectations on the job description, and
seems to be someone who will fit in with the culture of the organization. References have been contacted,
and credentials as well as educational background have been verified. You have used valid, defensible data
to make your decision. You know it is illegal to have any selection process that is discriminatory in nature. As
the director of HR, you understand the importance of Title VII, the Americans with Disabilities Act of 1990
(ADA), and the Age Discrimination in Employment Act of 1967 (ADEA) when selecting a qualified candidate
for the position.
Disparate impact: An employer cannot have selection criteria that disqualifies employees based on race,
color, sex, religion, or national origin. To determine if the hiring process has had a disparate impact, the
EEOC has established the four-fifths rule. This is based on the ratio of job applicants to those hired to do the
job. For example, let’s say that 60 people apply for a position, 40 of which are male and 20 of which are
female. Five females and 30 males are hired. To determine if this meets the four-fifths rule, you would divide
the lowest past rate (female) by the highest past rate (male). As you can see below, this results in disparate
impact because 33% is less than the 80% required to equal four-fifths.
You are now ready to develop recruitment and hiring processes. In this unit, the focus was on understanding
the importance of equal employment opportunity and its impact on the processes. In Unit III, you will be
developing a compensation strategy for the candidate who will receive your job offer.
References
Breaugh, J. A. (2009). Recruiting and attracting talent: A guide to understanding and managing the
recruitment process. Society for Human Resource Management. https://www.shrm.org/hr-
today/trends-and-forecasting/special-reports-and-expert-views/Documents/Recruiting-Attracting-
Talent.pdf
HRM 6301, Human Resource Management Methods 5
UNIT x STUDY GUIDE
Title
CareerBuilder. (2017, April 13). The skills gap is costing companies nearly $1 million annually, according to
new CareerBuilder survey [Press release]. http://press.careerbuilder.com/2017-04-13-The-Skills-Gap-
is-Costing-Companies-Nearly-1-Million-Annually-According-to-New-CareerBuilder-Survey
EEOC v. Bob Evans Farms, LLC, W. D. Pa. no. 15-cv-1237 (2017).
Engle, P. (2019). Tips for successful interviews, hiring. Industrial and Systems Engineering at Work, 51(4),
20.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=135423299&site=ehost-live&scope=site
Findley, H. M., Van Buskirk, D., Edwards, T., & Belcher, W. (2019). Is discrimination legal: It depends on your
business. Journal of Business and Behavior Sciences, 31(2), 121–134.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=140284568&site=ehost-live&scope=site
Ioannidou, T. (2019, August). Good recruitment is a key driver of productivity. Recruiter, 3.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=138072745&site=ehost-live&scope=site
Nagele-Plazza, L. (2017, August 10). Bass Pro to pay $10.5 million to settle hiring discrimination claims.
Society for Human Resource Management. https://www.shrm.org/resourcesandtools/legal-and-
compliance/employment-law/pages/bass-pro-$10.5-million-hiring-discrimination-claims.aspx
Naum100. (n.d.). Hiring and recruiting concept [Graphic]. Dreamstime. https://www.dreamstime.com/hiring-
recruiting-concept-work-desk-flat-design-objects-workplace-isolated-white-background-sign-vacancy-
inscription-re-image156782752
U.S. Equal Employment Opportunity Commission. (n.d.). Prohibited employment policies/practices.
https://www.eeoc.gov/laws/practices/index.cfm
**UnitIIIStudyGuide.pdf**
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**UnitIIIStudyGuide.pdf**
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**## SampleFormalEssay.pdf**
1
Three Keys to Success
Joshua A. Learner
Columbia Southern University
LSS 1300: Learning Strategies for Success
Dr. John Doe
July 10, 2020
SAMPLE FORMAL ESSAY
The title page includes the title of
the assignment in bold font, the
student’s name, the name of the
university, the course name, the
instructor’s name, and the date
the assignment is due. There is
an extra double space after the
title of the paper.
Paper Format
✓ 1 inch margins
✓ Double spacing
✓ Paragraphs indented .5 inch (usually default Tab)
Suggested fonts:
✓ Sans serif fonts such as 11 pt. Calibri and Arial, or 10 pt. Lucida Sans Unicode
✓ Serif fonts such as 12 pt. Times New Roman, 11 pt. Georgia, or 10 pt. Computer
Modern. This example paper is written in Times New Roman, size 12. The same font
and font size should be used throughout the entire paper.
✓ This Formatting Formal Assignments tutorial will help you format your paper
✓ The CSU Citation Guide will also help with paper format and APA
Page numbers are placed in the
upper right corner of every
page. This is done by going to
“Insert,” “Page Number,” “Top of
Page,” and then selecting “Plain
Number 3.”
2
Three Keys to Success
Being successful in the classroom and the working world requires more than just pure
luck. Those who achieve success tend to understand that they must work hard, and they often
excel at incorporating various skills into their daily routines. Three skills that are essential for
ensuring success include organization, time management, and communication, and these are
abilities that most people can learn and master.
Organization is a skill that enhances efficiency. Being organized helps individuals
maintain order in their lives and allows them to focus on tasks instead of being distracted by
chaos. Being organized can also improve productivity. Having an area that is clear of clutter and
where necessary items are conveniently placed improves study time because everything is easily
accessible, and this allows the individual to focus on the task at hand. A messy or cluttered work
space not only makes it difficult to focus, but it can also be stressful. To help eliminate stress,
Scott (2019) recommends that individuals organize their physical space. She also suggests that
being proactive about anticipating stressors can help one be prepared to preemptively manage
them before they occur. That may mean spending a few hours tidying up a work area, making a
to-do list, or ensuring that children are fed and entertained before studying to ensure that the
study time will be productive. In addition to being organized, success also depends on one’s
ability to effectively manage his or her time.
Time management is the practice of intentionally assigning time to various tasks (Mind
Tools, n.d.). Using time wisely allows individuals to accomplish their goals promptly, which can
be vital if changes or corrections are necessary after the task has been completed. Procrastinating
until the last minute leaves little to no time to make necessary revisions, which can lead to subpar
work and lower grades, and it can also create unnecessary stress and anxiety. Procrastination is
When paraphrasing information,
in-text citations will include the
author’s name and the year the
source was published.
This is a transition sentence. It tells
the reader what the next topic is.
The title at the top of this page
needs to be the same as the title
on the title page. It is bold.
3
not the only time stealer, however. Staying busy with non-essential tasks can make an individual
less productive as well. Tourangbam (2011) notes that “Nothing is easier than being busy, and
few things are more difficult than being efficient and effective” (p. 2). It is important to use time
wisely and effectively. Prioritizing tasks and scheduling events allow individuals to maximize
productivity (Hamilton, 2013). When time is scheduled and work is ordered, the most important
tasks get completed first, which leaves room for unexpected occurrences like technological
issues and unscheduled meetings. Effective time management is a constantly evolving skill that
requires discipline and, at times, self-denial, because one must decide to forgo his or her desires
to do what needs to be done to ensure success. Time management is undoubtedly a very
important aspect of success, but success also depends on one’s ability to communicate well.
Communication involves conveying information in a clear and concise manner, and it is
important for people to communicate clearly whether they are presenting information verbally or
writing a research paper. Some of the various methods used to communicate in the modern age
include telephone conversations, email, and chat messaging (Hamilton, 2013). Phone
conversations must be professional, and it is important to be mindful of the tone of voice used
when communicating on the telephone. Ellis (2009) notes that since body language is non-
existent in phone conversations, first impressions are based on the pace of speech and the
warmth and tone of the voice. Written communication is also void of visual cues, so proper
etiquette must be used when communicating online or through email (Hamilton, 2013).
Additionally, written communication must be clear and grammatically correct so that others can
understand what is being communicated. The ability to clearly transmit key thoughts and ideas
to others is imperative.
Direct quotations include the author’s
name, year of publication, and page or
paragraph number.
4
Although there are many skills that contribute to success, three that have proven to be
essential for success in educational endeavors, the professional world, and everyday life are
organization, time management, and communication. Individuals who can master these skills
will have a set of competencies and abilities they can use throughout their lives to help them
achieve their goals and become successful.
5
References
Ellis, R. (2009). Communication skills: Stepladders to success for the professional (2nd ed.).
Intellect Limited.
Mind Tools. (n.d.). What is time management?
https://www.mindtools.com/pages/article/newHTE_00.htm
Scott, E. (2019). How to get organized to manage stress. Very Well Minded.
https://www.verywellmind.com/tips-on-getting-organized-3145158
Tourangbam, D. K. (2011). Time management. Vij Books Private Limited.
Note: An essay that will be copied and pasted
into Blackboard will include the references below
the essay; however, essays that will be uploaded
as a Word document will have a separate
reference page like the one shown here.
This is an example of a reference list.
This list is arranged alphabetically by
author name. All in-text citations
must have a corresponding entry on
the reference page.
The word “References” is bold
and is centered at the top of the
reference page.
**## UnitIIStudyGuide.pdf**
HRM 6301, Human Resource Management Methods 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
2. Discuss the impact of employment law on an organization's policy on equal employment opportunity.
2.1 Explain the role of equal employment opportunity laws in recruitment and hiring practices.
2.2 Determine knowledge, skills, and abilities (KSAs) for a selected position.
2.3 Recommend a recruiting strategy that includes necessary components of the interview and
selection processes.
Required Unit Resources
In order to access the following video resources, click the links below.
The videos, articles and webpages below offer valuable information on the role of employment law in
recruiting and hiring practices and how to determine KSAs for a position.
In the following videos, transcripts and closed captioning are available once you access the videos.
FitSmallBusiness. (2013, October 11). How to write a job description in 5 steps [Video]. Cielo 24.
https://c24.page/5wkjmb9apw7wwrnw37kjj9fa7w
Gregg Learning. (2017, October 7). HR basics: Job descriptions [Video]. Cielo 24.
https://c24.page/8rgbr2mrs83557tm3zyfm5vyts
Gregg Learning. (2017, June 23). HR basics: Recruitment [Video]. Cielo 24.
https://c24.page/bavrwn4dbu56jbag2v2zefz83r
Gregg Learning. (2017, June 23). HR basics: Selection [Video]. Cielo 24.
https://c24.page/c2ybh2y9dcbq7h2rgfgvdcgc6d
Read the following articles and webpages.
Ioannidou, T. (2019, August). Good recruitment is a key driver of productivity. Recruiter, 3.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=bsu&AN=138072745&site=ehost-live&scope=site
U.S. Equal Employment Opportunity Commission. (n.d.). Hiring practices that have a negative effect on
certain applicants. https://www.eeoc.gov/employers/small-business/hiring-practices-have-negative-
effect-certain-applicants
U.S. Equal Employment Opportunity Commission. (n.d.). 3. I’m recruiting, hiring or promoting employees.
https://www.eeoc.gov/employers/small-business/3-im-recruiting-hiring-or-promoting-employees
U.S. Equal Employment Opportunity Commission. (2003, October 7). Job applicants and the ADA.
https://www.eeoc.gov/laws/guidance/job-applicants-and-ada
U.S. Equal Employment Opportunity Commission. (n.d.). Prohibited employment policies/practices.
https://www.eeoc.gov/prohibited-employment-policiespractices
U.S. Equal Employment Opportunity Commission. (n.d.). 4. What can’t I ask when hiring?
https://www.eeoc.gov/employers/small-business/4-what-cant-i-ask-when-hiring
UNIT II STUDY GUIDE
Recruiting and Hiring
HRM 6301, Human Resource Management Methods 2
UNIT x STUDY GUIDE
Title
U.S. Equal Employment Opportunity Commission. (2017, July 25). Bass Pro to pay $10.5 million to settle
EEOC hiring discrimination and retaliation suit [Press release]. https://www.eeoc.gov/newsroom/bass-
pro-pay-105-million-settle-eeoc-hiring-discrimination-and-retaliation-suit
Unit Lesson
As the newly hired director of HR, you realize that there are some concerns at your organization about the
recruitment and hiring processes. The chief executive officer (CEO) also realizes and shares an update on
Bass Pro Outdoor World, LLC. In one of the claims against the company, the Equal Employment Opportunity
Commission (EEOC) found that Bass Pro World, LLC allegedly had a pattern of racist hiring in locations in the
United States (Nagele-Piazza, 2017). This cost the company $10.5 million. As such, you understand that you
need more information about these processes. From past experiences, you realize the impact of making good
or bad hiring decisions. Hiring the “wrong” applicant can possibly have just as much of an impact as leaving
the position vacant. In a CareerBuilder (2017) survey, 55% of employer respondents indicated that they have
experienced negative impacts on their business due to extended position vacancies (CareerBuilder, 2017).
These reported impacts are listed below.
• Productivity loss: 45%
• Higher employee turnover: 40%
• Lower morale: 39%
• Lower quality work: 37%
• Inability to grow business: 29%
• Revenue loss: 26%
This cost of recruiting, hiring, and training new employees can also significantly impact an organization’s
bottom line. You realize you must fully review recruiting and hiring practices as you are getting ready to hire a
mid-level manager for a position that has been vacant for quite some time. You need to abate the impact that
the vacancy is having on the organization, but you also have to fill the position with the best person for the
job. You have to get the recruiting and hiring process right.
Recruitment
You realize that there are many options to reach potential
candidates. You need to determine who needs to be
recruited, and you should create a plan to reach the
individuals for open positions (Breaugh, 2009). You want
candidates who will meet the organizational needs since
your new hires will impact productivity. You also realize the
importance of a diverse workforce. According to Ioannidou
(2019), a diverse team brings a broader range of
backgrounds and experiences to the table, which, in turn,
results in more innovative solutions and better-quality
decision-making within the organization. There is not one
best way to recruit candidates, and sometimes, using a
variety of strategies can increase the potential applicant
pool. Strategies such as those shown in Image 1 are
commonly used.
As the HR director, you knew that you needed to avoid
having any type of disparate impact. This would happen if your recruitment process, which seems to be
neutral, had a disproportionate impact on a protected group. Even though this may be unintentional, it needs
to be avoided. If you post a requirement that a candidate must have 3 to 5 years of experience, you may be
excluding candidates in a certain age group.
Your supervisor (the CEO of the organization) asked you if it was important to ensure that your recruitment
practices were not based on race, color, religion, sex, pregnancy, age, sexual orientation, gender identify,
national origin, age, or genetic information. You said yes, but you reminded the CEO that there are times
Image 1: Recruitment Strategies (adapted from
Naum100, n.d.)
HRM 6301, Human Resource Management Methods 3
UNIT x STUDY GUIDE
Title
when you may have to consider sex, religion, age, or a disability. The CEO looked confused, so it is time for
you to explain what a bona fide occupational qualification (BFOQ) is.
BFOQ
A BFOQ is an exception to the Title VII of the Civil Rights Act, which provides for a discriminatory exclusion
with the exception of race, color, and national origin (Findley et al, 2019). An example of a BFOQ for age may
be a mandatory retirement age for airline pilots for safety and fitness reasons. A women’s clothing designer
could hire female models while a church can hire only clergy from their own faith. There have been many
cases related to BFOQ. In 2017, a server at Bob Evans was removed from the schedule because she was
pregnant, and management felt that her due date was close. The judge determined that only her doctor could
determine if she can work and if she was near her due date (EEOC v. Bob Evans Farms, LLC, 2017). What
you also want to avoid are any discriminatory practices by ensuring that all employees who are involved in the
recruiting, interviewing, selection, and hiring processes strictly follow EEOC guidelines.
The Interview Process
As we learned in Unit I, according to the EEOC, you cannot discriminate against someone because of their
race, color, religion, age, sex, national origin, disability, or genetic information without a substantiated BFOQ
as discussed above (EEOC, n.d.). This also applies to the interview process. The focus must be on a
candidate’s knowledge, skills, and ability (KSAs).
You found out that the last time there was a job posting, there were 200 candidates. Of those candidates, 75
met the requirements in the job posting. The 75 candidates had the required KSAs.
Knowledge could include mastery in a subject area such as HR management or accounting. Skills may be
observable and quantifiable. They may include building a deck, working with Microsoft Office, or driving a
truck. Abilities are the capacity to perform and could include communication, time management, decision-
making, and the ability to interact with a team.
As you are only one person in the HR department, what would you do if you had to interview 75 people?
Thinking this through, you realize that you have options. For the first interview, you decide to choose one of
three options:
• an email interview,
• a telephone interview, or
• a video interview.
For the second interview, you may have 25 qualified candidates. You have several options related to the
format of this interview.
• You can conduct a one-on-one interview.
• You can have a panel interview.
• You can conduct a group interview.
• You can interview all 25 candidates by yourself.
In the final interview, you may have three qualified candidates who must meet with the CEO of the company,
either in person or on video, before there is a job offer.
Conducting the interview: Engle (2019) tells us that an interview begins with information about the
organization, including the mission. It is important to find out why a candidate is interested in the position.
Before the interview, the interviewers should have information related to educational background and work
experience, but additional clarification may be needed. Questions should be asked to evaluate problem-
solving and critical thinking skills. Well-written questions will allow the interviewer to glean an understanding
of who someone is, his or her motivations, and his or her values. Questions can be behavioral-based or
competency-based. You can present scenarios that will allow you to understand what someone would do if
faced with a certain situation. During this time, interviewers should get to know the person and if the person
will be a good fit for both the organization and the job. It is suggested that you ask the candidates the same
HRM 6301, Human Resource Management Methods 4
UNIT x STUDY GUIDE
Title
questions. You can ask clarifying questions. It is important to give each candidate the same opportunity to
answer the same questions.
Of course, there are some practices that should be avoided in an interview. An interview should never be
rushed, and the interviewer should not speak more than the candidate. Do not present an unrealistic
representation of the organization or the job. Even if the interview is not going well, be respectful. An
interviewer represents an organization and should always act professionally.
Pre-employment inquires: You may decide that a pre-employment inquiry is necessary before someone is
hired. It is important to make sure that these are related to the specific job duties. This is supported by the
EEOC, which has determined that there is a general rule for pre-employment inquires. The information
obtained and requested through the pre-employment process should be limited to those essential for
determining if a person is qualified for the job; information regarding race, sex, national origin, age, and
religion are irrelevant in such determinations (EEOC, n.d,).
Selection Process
You want to select the best candidate for the position. By asking relevant interview questions, you get to know
the candidate. The candidate has the required KSAs, meets the expectations on the job description, and
seems to be someone who will fit in with the culture of the organization. References have been contacted,
and credentials as well as educational background have been verified. You have used valid, defensible data
to make your decision. You know it is illegal to have any selection process that is discriminatory in nature. As
the director of HR, you understand the importance of Title VII, the Americans with Disabilities Act of 1990
(ADA), and the Age Discrimination in Employment Act of 1967 (ADEA) when selecting a qualified candidate
for the position.
Disparate impact: An employer cannot have selection criteria that disqualifies employees based on race,
color, sex, religion, or national origin. To determine if the hiring process has had a disparate impact, the
EEOC has established the four-fifths rule. This is based on the ratio of job applicants to those hired to do the
job. For example, let’s say that 60 people apply for a position, 40 of which are male and 20 of which are
female. Five females and 30 males are hired. To determine if this meets the four-fifths rule, you would divide
the lowest past rate (female) by the highest past rate (male). As you can see below, this results in disparate
impact because 33% is less than the 80% required to equal four-fifths.
You are now ready to develop recruitment and hiring processes. In this unit, the focus was on understanding
the importance of equal employment opportunity and its impact on the processes. In Unit III, you will be
developing a compensation strategy for the candidate who will receive your job offer.
References
Breaugh, J. A. (2009). Recruiting and attracting talent: A guide to understanding and managing the
recruitment process. Society for Human Resource Management. https://www.shrm.org/hr-
today/trends-and-forecasting/special-reports-and-expert-views/Documents/Recruiting-Attracting-
Talent.pdf
HRM 6301, Human Resource Management Methods 5
UNIT x STUDY GUIDE
Title
CareerBuilder. (2017, April 13). The skills gap is costing companies nearly $1 million annually, according to
new CareerBuilder survey [Press release]. http://press.careerbuilder.com/2017-04-13-The-Skills-Gap-
is-Costing-Companies-Nearly-1-Million-Annually-According-to-New-CareerBuilder-Survey
EEOC v. Bob Evans Farms, LLC, W. D. Pa. no. 15-cv-1237 (2017).
Engle, P. (2019). Tips for successful interviews, hiring. Industrial and Systems Engineering at Work, 51(4),
20.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=135423299&site=ehost-live&scope=site
Findley, H. M., Van Buskirk, D., Edwards, T., & Belcher, W. (2019). Is discrimination legal: It depends on your
business. Journal of Business and Behavior Sciences, 31(2), 121–134.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=140284568&site=ehost-live&scope=site
Ioannidou, T. (2019, August). Good recruitment is a key driver of productivity. Recruiter, 3.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=138072745&site=ehost-live&scope=site
Nagele-Plazza, L. (2017, August 10). Bass Pro to pay $10.5 million to settle hiring discrimination claims.
Society for Human Resource Management. https://www.shrm.org/resourcesandtools/legal-and-
compliance/employment-law/pages/bass-pro-$10.5-million-hiring-discrimination-claims.aspx
Naum100. (n.d.). Hiring and recruiting concept [Graphic]. Dreamstime. https://www.dreamstime.com/hiring-
recruiting-concept-work-desk-flat-design-objects-workplace-isolated-white-background-sign-vacancy-
inscription-re-image156782752
U.S. Equal Employment Opportunity Commission. (n.d.). Prohibited employment policies/practices.
https://www.eeoc.gov/laws/practices/index.cfm
**UnitIIIStudyGuide.pdf**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitiiistudyguide-pdf-10342017)
**## SampleFormalEssay.pdf**
1
Three Keys to Success
Joshua A. Learner
Columbia Southern University
LSS 1300: Learning Strategies for Success
Dr. John Doe
July 10, 2020
SAMPLE FORMAL ESSAY
The title page includes the title of
the assignment in bold font, the
student’s name, the name of the
university, the course name, the
instructor’s name, and the date
the assignment is due. There is
an extra double space after the
title of the paper.
Paper Format
✓ 1 inch margins
✓ Double spacing
✓ Paragraphs indented .5 inch (usually default Tab)
Suggested fonts:
✓ Sans serif fonts such as 11 pt. Calibri and Arial, or 10 pt. Lucida Sans Unicode
✓ Serif fonts such as 12 pt. Times New Roman, 11 pt. Georgia, or 10 pt. Computer
Modern. This example paper is written in Times New Roman, size 12. The same font
and font size should be used throughout the entire paper.
✓ This Formatting Formal Assignments tutorial will help you format your paper
✓ The CSU Citation Guide will also help with paper format and APA
Page numbers are placed in the
upper right corner of every
page. This is done by going to
“Insert,” “Page Number,” “Top of
Page,” and then selecting “Plain
Number 3.”
2
Three Keys to Success
Being successful in the classroom and the working world requires more than just pure
luck. Those who achieve success tend to understand that they must work hard, and they often
excel at incorporating various skills into their daily routines. Three skills that are essential for
ensuring success include organization, time management, and communication, and these are
abilities that most people can learn and master.
Organization is a skill that enhances efficiency. Being organized helps individuals
maintain order in their lives and allows them to focus on tasks instead of being distracted by
chaos. Being organized can also improve productivity. Having an area that is clear of clutter and
where necessary items are conveniently placed improves study time because everything is easily
accessible, and this allows the individual to focus on the task at hand. A messy or cluttered work
space not only makes it difficult to focus, but it can also be stressful. To help eliminate stress,
Scott (2019) recommends that individuals organize their physical space. She also suggests that
being proactive about anticipating stressors can help one be prepared to preemptively manage
them before they occur. That may mean spending a few hours tidying up a work area, making a
to-do list, or ensuring that children are fed and entertained before studying to ensure that the
study time will be productive. In addition to being organized, success also depends on one’s
ability to effectively manage his or her time.
Time management is the practice of intentionally assigning time to various tasks (Mind
Tools, n.d.). Using time wisely allows individuals to accomplish their goals promptly, which can
be vital if changes or corrections are necessary after the task has been completed. Procrastinating
until the last minute leaves little to no time to make necessary revisions, which can lead to subpar
work and lower grades, and it can also create unnecessary stress and anxiety. Procrastination is
When paraphrasing information,
in-text citations will include the
author’s name and the year the
source was published.
This is a transition sentence. It tells
the reader what the next topic is.
The title at the top of this page
needs to be the same as the title
on the title page. It is bold.
3
not the only time stealer, however. Staying busy with non-essential tasks can make an individual
less productive as well. Tourangbam (2011) notes that “Nothing is easier than being busy, and
few things are more difficult than being efficient and effective” (p. 2). It is important to use time
wisely and effectively. Prioritizing tasks and scheduling events allow individuals to maximize
productivity (Hamilton, 2013). When time is scheduled and work is ordered, the most important
tasks get completed first, which leaves room for unexpected occurrences like technological
issues and unscheduled meetings. Effective time management is a constantly evolving skill that
requires discipline and, at times, self-denial, because one must decide to forgo his or her desires
to do what needs to be done to ensure success. Time management is undoubtedly a very
important aspect of success, but success also depends on one’s ability to communicate well.
Communication involves conveying information in a clear and concise manner, and it is
important for people to communicate clearly whether they are presenting information verbally or
writing a research paper. Some of the various methods used to communicate in the modern age
include telephone conversations, email, and chat messaging (Hamilton, 2013). Phone
conversations must be professional, and it is important to be mindful of the tone of voice used
when communicating on the telephone. Ellis (2009) notes that since body language is non-
existent in phone conversations, first impressions are based on the pace of speech and the
warmth and tone of the voice. Written communication is also void of visual cues, so proper
etiquette must be used when communicating online or through email (Hamilton, 2013).
Additionally, written communication must be clear and grammatically correct so that others can
understand what is being communicated. The ability to clearly transmit key thoughts and ideas
to others is imperative.
Direct quotations include the author’s
name, year of publication, and page or
paragraph number.
4
Although there are many skills that contribute to success, three that have proven to be
essential for success in educational endeavors, the professional world, and everyday life are
organization, time management, and communication. Individuals who can master these skills
will have a set of competencies and abilities they can use throughout their lives to help them
achieve their goals and become successful.
5
References
Ellis, R. (2009). Communication skills: Stepladders to success for the professional (2nd ed.).
Intellect Limited.
Mind Tools. (n.d.). What is time management?
https://www.mindtools.com/pages/article/newHTE_00.htm
Scott, E. (2019). How to get organized to manage stress. Very Well Minded.
https://www.verywellmind.com/tips-on-getting-organized-3145158
Tourangbam, D. K. (2011). Time management. Vij Books Private Limited.
Note: An essay that will be copied and pasted
into Blackboard will include the references below
the essay; however, essays that will be uploaded
as a Word document will have a separate
reference page like the one shown here.
This is an example of a reference list.
This list is arranged alphabetically by
author name. All in-text citations
must have a corresponding entry on
the reference page.
The word “References” is bold
and is centered at the top of the
reference page.
**## UnitIIStudyGuide.pdf**
HRM 6301, Human Resource Management Methods 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
2. Discuss the impact of employment law on an organization's policy on equal employment opportunity.
2.1 Explain the role of equal employment opportunity laws in recruitment and hiring practices.
2.2 Determine knowledge, skills, and abilities (KSAs) for a selected position.
2.3 Recommend a recruiting strategy that includes necessary components of the interview and
selection processes.
Required Unit Resources
In order to access the following video resources, click the links below.
The videos, articles and webpages below offer valuable information on the role of employment law in
recruiting and hiring practices and how to determine KSAs for a position.
In the following videos, transcripts and closed captioning are available once you access the videos.
FitSmallBusiness. (2013, October 11). How to write a job description in 5 steps [Video]. Cielo 24.
https://c24.page/5wkjmb9apw7wwrnw37kjj9fa7w
Gregg Learning. (2017, October 7). HR basics: Job descriptions [Video]. Cielo 24.
https://c24.page/8rgbr2mrs83557tm3zyfm5vyts
Gregg Learning. (2017, June 23). HR basics: Recruitment [Video]. Cielo 24.
https://c24.page/bavrwn4dbu56jbag2v2zefz83r
Gregg Learning. (2017, June 23). HR basics: Selection [Video]. Cielo 24.
https://c24.page/c2ybh2y9dcbq7h2rgfgvdcgc6d
Read the following articles and webpages.
Ioannidou, T. (2019, August). Good recruitment is a key driver of productivity. Recruiter, 3.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=bsu&AN=138072745&site=ehost-live&scope=site
U.S. Equal Employment Opportunity Commission. (n.d.). Hiring practices that have a negative effect on
certain applicants. https://www.eeoc.gov/employers/small-business/hiring-practices-have-negative-
effect-certain-applicants
U.S. Equal Employment Opportunity Commission. (n.d.). 3. I’m recruiting, hiring or promoting employees.
https://www.eeoc.gov/employers/small-business/3-im-recruiting-hiring-or-promoting-employees
U.S. Equal Employment Opportunity Commission. (2003, October 7). Job applicants and the ADA.
https://www.eeoc.gov/laws/guidance/job-applicants-and-ada
U.S. Equal Employment Opportunity Commission. (n.d.). Prohibited employment policies/practices.
https://www.eeoc.gov/prohibited-employment-policiespractices
U.S. Equal Employment Opportunity Commission. (n.d.). 4. What can’t I ask when hiring?
https://www.eeoc.gov/employers/small-business/4-what-cant-i-ask-when-hiring
UNIT II STUDY GUIDE
Recruiting and Hiring
HRM 6301, Human Resource Management Methods 2
UNIT x STUDY GUIDE
Title
U.S. Equal Employment Opportunity Commission. (2017, July 25). Bass Pro to pay $10.5 million to settle
EEOC hiring discrimination and retaliation suit [Press release]. https://www.eeoc.gov/newsroom/bass-
pro-pay-105-million-settle-eeoc-hiring-discrimination-and-retaliation-suit
Unit Lesson
As the newly hired director of HR, you realize that there are some concerns at your organization about the
recruitment and hiring processes. The chief executive officer (CEO) also realizes and shares an update on
Bass Pro Outdoor World, LLC. In one of the claims against the company, the Equal Employment Opportunity
Commission (EEOC) found that Bass Pro World, LLC allegedly had a pattern of racist hiring in locations in the
United States (Nagele-Piazza, 2017). This cost the company $10.5 million. As such, you understand that you
need more information about these processes. From past experiences, you realize the impact of making good
or bad hiring decisions. Hiring the “wrong” applicant can possibly have just as much of an impact as leaving
the position vacant. In a CareerBuilder (2017) survey, 55% of employer respondents indicated that they have
experienced negative impacts on their business due to extended position vacancies (CareerBuilder, 2017).
These reported impacts are listed below.
• Productivity loss: 45%
• Higher employee turnover: 40%
• Lower morale: 39%
• Lower quality work: 37%
• Inability to grow business: 29%
• Revenue loss: 26%
This cost of recruiting, hiring, and training new employees can also significantly impact an organization’s
bottom line. You realize you must fully review recruiting and hiring practices as you are getting ready to hire a
mid-level manager for a position that has been vacant for quite some time. You need to abate the impact that
the vacancy is having on the organization, but you also have to fill the position with the best person for the
job. You have to get the recruiting and hiring process right.
Recruitment
You realize that there are many options to reach potential
candidates. You need to determine who needs to be
recruited, and you should create a plan to reach the
individuals for open positions (Breaugh, 2009). You want
candidates who will meet the organizational needs since
your new hires will impact productivity. You also realize the
importance of a diverse workforce. According to Ioannidou
(2019), a diverse team brings a broader range of
backgrounds and experiences to the table, which, in turn,
results in more innovative solutions and better-quality
decision-making within the organization. There is not one
best way to recruit candidates, and sometimes, using a
variety of strategies can increase the potential applicant
pool. Strategies such as those shown in Image 1 are
commonly used.
As the HR director, you knew that you needed to avoid
having any type of disparate impact. This would happen if your recruitment process, which seems to be
neutral, had a disproportionate impact on a protected group. Even though this may be unintentional, it needs
to be avoided. If you post a requirement that a candidate must have 3 to 5 years of experience, you may be
excluding candidates in a certain age group.
Your supervisor (the CEO of the organization) asked you if it was important to ensure that your recruitment
practices were not based on race, color, religion, sex, pregnancy, age, sexual orientation, gender identify,
national origin, age, or genetic information. You said yes, but you reminded the CEO that there are times
Image 1: Recruitment Strategies (adapted from
Naum100, n.d.)
HRM 6301, Human Resource Management Methods 3
UNIT x STUDY GUIDE
Title
when you may have to consider sex, religion, age, or a disability. The CEO looked confused, so it is time for
you to explain what a bona fide occupational qualification (BFOQ) is.
BFOQ
A BFOQ is an exception to the Title VII of the Civil Rights Act, which provides for a discriminatory exclusion
with the exception of race, color, and national origin (Findley et al, 2019). An example of a BFOQ for age may
be a mandatory retirement age for airline pilots for safety and fitness reasons. A women’s clothing designer
could hire female models while a church can hire only clergy from their own faith. There have been many
cases related to BFOQ. In 2017, a server at Bob Evans was removed from the schedule because she was
pregnant, and management felt that her due date was close. The judge determined that only her doctor could
determine if she can work and if she was near her due date (EEOC v. Bob Evans Farms, LLC, 2017). What
you also want to avoid are any discriminatory practices by ensuring that all employees who are involved in the
recruiting, interviewing, selection, and hiring processes strictly follow EEOC guidelines.
The Interview Process
As we learned in Unit I, according to the EEOC, you cannot discriminate against someone because of their
race, color, religion, age, sex, national origin, disability, or genetic information without a substantiated BFOQ
as discussed above (EEOC, n.d.). This also applies to the interview process. The focus must be on a
candidate’s knowledge, skills, and ability (KSAs).
You found out that the last time there was a job posting, there were 200 candidates. Of those candidates, 75
met the requirements in the job posting. The 75 candidates had the required KSAs.
Knowledge could include mastery in a subject area such as HR management or accounting. Skills may be
observable and quantifiable. They may include building a deck, working with Microsoft Office, or driving a
truck. Abilities are the capacity to perform and could include communication, time management, decision-
making, and the ability to interact with a team.
As you are only one person in the HR department, what would you do if you had to interview 75 people?
Thinking this through, you realize that you have options. For the first interview, you decide to choose one of
three options:
• an email interview,
• a telephone interview, or
• a video interview.
For the second interview, you may have 25 qualified candidates. You have several options related to the
format of this interview.
• You can conduct a one-on-one interview.
• You can have a panel interview.
• You can conduct a group interview.
• You can interview all 25 candidates by yourself.
In the final interview, you may have three qualified candidates who must meet with the CEO of the company,
either in person or on video, before there is a job offer.
Conducting the interview: Engle (2019) tells us that an interview begins with information about the
organization, including the mission. It is important to find out why a candidate is interested in the position.
Before the interview, the interviewers should have information related to educational background and work
experience, but additional clarification may be needed. Questions should be asked to evaluate problem-
solving and critical thinking skills. Well-written questions will allow the interviewer to glean an understanding
of who someone is, his or her motivations, and his or her values. Questions can be behavioral-based or
competency-based. You can present scenarios that will allow you to understand what someone would do if
faced with a certain situation. During this time, interviewers should get to know the person and if the person
will be a good fit for both the organization and the job. It is suggested that you ask the candidates the same
HRM 6301, Human Resource Management Methods 4
UNIT x STUDY GUIDE
Title
questions. You can ask clarifying questions. It is important to give each candidate the same opportunity to
answer the same questions.
Of course, there are some practices that should be avoided in an interview. An interview should never be
rushed, and the interviewer should not speak more than the candidate. Do not present an unrealistic
representation of the organization or the job. Even if the interview is not going well, be respectful. An
interviewer represents an organization and should always act professionally.
Pre-employment inquires: You may decide that a pre-employment inquiry is necessary before someone is
hired. It is important to make sure that these are related to the specific job duties. This is supported by the
EEOC, which has determined that there is a general rule for pre-employment inquires. The information
obtained and requested through the pre-employment process should be limited to those essential for
determining if a person is qualified for the job; information regarding race, sex, national origin, age, and
religion are irrelevant in such determinations (EEOC, n.d,).
Selection Process
You want to select the best candidate for the position. By asking relevant interview questions, you get to know
the candidate. The candidate has the required KSAs, meets the expectations on the job description, and
seems to be someone who will fit in with the culture of the organization. References have been contacted,
and credentials as well as educational background have been verified. You have used valid, defensible data
to make your decision. You know it is illegal to have any selection process that is discriminatory in nature. As
the director of HR, you understand the importance of Title VII, the Americans with Disabilities Act of 1990
(ADA), and the Age Discrimination in Employment Act of 1967 (ADEA) when selecting a qualified candidate
for the position.
Disparate impact: An employer cannot have selection criteria that disqualifies employees based on race,
color, sex, religion, or national origin. To determine if the hiring process has had a disparate impact, the
EEOC has established the four-fifths rule. This is based on the ratio of job applicants to those hired to do the
job. For example, let’s say that 60 people apply for a position, 40 of which are male and 20 of which are
female. Five females and 30 males are hired. To determine if this meets the four-fifths rule, you would divide
the lowest past rate (female) by the highest past rate (male). As you can see below, this results in disparate
impact because 33% is less than the 80% required to equal four-fifths.
You are now ready to develop recruitment and hiring processes. In this unit, the focus was on understanding
the importance of equal employment opportunity and its impact on the processes. In Unit III, you will be
developing a compensation strategy for the candidate who will receive your job offer.
References
Breaugh, J. A. (2009). Recruiting and attracting talent: A guide to understanding and managing the
recruitment process. Society for Human Resource Management. https://www.shrm.org/hr-
today/trends-and-forecasting/special-reports-and-expert-views/Documents/Recruiting-Attracting-
Talent.pdf
HRM 6301, Human Resource Management Methods 5
UNIT x STUDY GUIDE
Title
CareerBuilder. (2017, April 13). The skills gap is costing companies nearly $1 million annually, according to
new CareerBuilder survey [Press release]. http://press.careerbuilder.com/2017-04-13-The-Skills-Gap-
is-Costing-Companies-Nearly-1-Million-Annually-According-to-New-CareerBuilder-Survey
EEOC v. Bob Evans Farms, LLC, W. D. Pa. no. 15-cv-1237 (2017).
Engle, P. (2019). Tips for successful interviews, hiring. Industrial and Systems Engineering at Work, 51(4),
20.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=135423299&site=ehost-live&scope=site
Findley, H. M., Van Buskirk, D., Edwards, T., & Belcher, W. (2019). Is discrimination legal: It depends on your
business. Journal of Business and Behavior Sciences, 31(2), 121–134.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=140284568&site=ehost-live&scope=site
Ioannidou, T. (2019, August). Good recruitment is a key driver of productivity. Recruiter, 3.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=138072745&site=ehost-live&scope=site
Nagele-Plazza, L. (2017, August 10). Bass Pro to pay $10.5 million to settle hiring discrimination claims.
Society for Human Resource Management. https://www.shrm.org/resourcesandtools/legal-and-
compliance/employment-law/pages/bass-pro-$10.5-million-hiring-discrimination-claims.aspx
Naum100. (n.d.). Hiring and recruiting concept [Graphic]. Dreamstime. https://www.dreamstime.com/hiring-
recruiting-concept-work-desk-flat-design-objects-workplace-isolated-white-background-sign-vacancy-
inscription-re-image156782752
U.S. Equal Employment Opportunity Commission. (n.d.). Prohibited employment policies/practices.
https://www.eeoc.gov/laws/practices/index.cfm
**UnitIIIStudyGuide.pdf**
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