Employee Selection: Legal Issues, Recruiting and Interviewing.

1. Read the following article by Larry Elder concerning Affirmative Action. http://www.theatlantic.com/national/archive/2012/10/the-painful-truth-about-affirmative-action/263122/ This article is a tertiary source, taken from a secondary source https://www.amazon.com/Mismatch-Affirmative-Students-Intended-Universities/dp/0465029965 also by Larry Elder. The article is an example of advocacy research. Your task is to find an example of advocacy research that supports Affirmative Action and compare its conclusions, and the data they are based upon. Compare the reasoning and facts of the articles above and the article you found and then state your conclusions and the reasons for them. Remember that the rubric requires you to cite the text, supplementary materials, and original research. See the Frequently Asked Questions thread of Critical Reasoning for advice on how to compare research. Remember that professional opinions differ from personal opinions in that they must be associated with theories and the facts that the theories are based on.

2. Career Plan. This week we begin to put what we have learned together. Now that we have a job description and understand the legal issues the govern employee selection we are ready to develop a career plan. 

 First, we must rank the knowledge, skills, and attitudes of the entry-level position of our job description to determine if they meet the legal test of validity for selection purposes. We do this by assessing the importance of each to the job and the frequency with which it occurs. To do this, we will rank each knowledge and skill by the following code: 

Importance 

1 = Job functions cannot be carried out without this KSA 

2 = Important to job functions, but not necessary 

3 = Nice to have 

4 = Irrelevant to job 

Frequency 

1 = Required daily 

2 = Required weekly 

3 = Required occasionally 

4 = May never be required 

 It is easy to determine which key skills are both important and frequent. Still, we should also be aware that some skills may be essential but may never be required throughout a career. For example, a police officer should know how to fire a shotgun or deliver a baby, but most can go through twenty years of service without having to perform either on the job. 

At the same time, a function that is performed frequently may be so common that it can be taken for granted and need not be tested. For example, consider the ability to comb hair or shine shoes. Such common skills are usually quickly and easily learned. Repeated failures to do so are typically due to something else than an inability to perform the function. Rate each of the KSAs in your job description. (You may wish to rewrite some of the tasks – if so feel free to do so). Rate each of the KSAs in your job description.

3. Determine a recruiting plan. This plan must accomplish three goals: 

 a) It must attract qualified candidates 

b) It must be cost-effective 

c) It must meet legal challenges.

develop a structured interview. 

4. 

a) Select one KSA to cover in the interview. Note that the interview is perhaps the most expensive portion of the selection process. We do not want to waste time in the interview probing for information that can be provided by other means. Cost is why the interview is usually the LAST stage in the selection process. You will write three interview questions; a knowledge question, a skills question, and an attitude question. 

 b) Having selected your Knowledge, Skill, and Attitude, write one structured interview question for each to determine if a person possesses this K/S/A in an acceptable amount. These questions should include the following: 

 i: A question 

ii. A superior sample answer 

 An acceptable sample answer 

 A marginal sample answer 

 An unacceptable sample answer