Running head: EMPLOYEE SELECTION 1
Employee Selection
Alfredo M Diaz
BA284 Human Resources
Grand Rapids Community College
EMPLOYEE SELECTION 2
1. Employee selection
Employees are a very significant part of any organization (Farr & Tippins, 2010). This is
because they contribute largely in the general operations of the organization’s activities. It is
important for organizations to ensure that they have reliable employees who can help in the
realization of set goals and objectives for the organization. For this reason, the management of
any organization should try to vouch for high performing employees should they wish to realize
their organizational objectives. As such, employee selection refers to the act of carrying out
interviews as well as trying to evaluate prospective employees with respect to a given vacancy
within an organization. There are different criterions that different organizations can adopt when
selecting employees. Usually, the process can include anything simple to a complicated process
with the vacancy position and the hiring organization determining the complexity of the
employee selection process. According to Reynolds & Weiner (2009), it is important to note that
there are laws that govern employee selection process. Such laws can include the anti-
discrimination laws that protect candidates against any form of discrimination for an available
position. However, organizational managers find it challenging when selecting the right
employees for their organization.
2. A description of the legal environment affecting employee selection
Just like any other practice, the process of selecting candidates for a particular position in
an organizations governed by the law. Such a practice is necessary in order to avoid cases where
the right people for a given job vacancy are either discriminated or mistreated based on either
color or place of origin. For example, the law outlines that under no circumstances should the
employer discriminate any candidates available for interview for a given post. Discrimination, in
this context is looked at on the perspectives of one’s color, gender, and race as well as on their
EMPLOYEE SELECTION 3
place of origin (Reynolds & Weiner, 2009). In addition, the law prohibits any form of
discrimination on lines of one’s genetic information, disability, and sex, with the inclusion of
pregnancy conditions.
At times organizations can adopt neutral strategies as well as practices but which have
adverse effects on the candidates or employees interested in a given post. Such practices and
policies may however, hurt the employees or applicants on basis of their sex, religion, color,
race, nationality or even their class. Such approaches therefore affect the employee selection
(Snell, 2013). As well, the law prohibits employers from publishing any form of adverts with
elements that tend to discourage or prefer candidates based on given characteristics such as color,
sex, nationality, sex, age, religion, race, and disability status.
3. Effects of employee selection on the employer/human resources manager
