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BUS 670 Anti-Discrimination Laws and Best Practices in Hiring: A Comprehensive Approach

This paper discusses anti-discrimination laws and best practices in hiring, offering a comprehensive approach for organizations.

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    BUS 670 Anti - Discrimination Laws and Best Practices in Hiring: A Comprehensive Approach Discuss the importance of anti - discrimination laws in the hiring process and provide a detailed example of how an employer can create a job advertisement that complies with these laws. Include a comprehensive description of the job, qualifications, and duties as well as examples of both legal and illegal interview questions. Your response should be a minimum of 800 words."

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    BUS 670 Week 5 Assignment Anti - discrimination Laws Related to Employment Your supervisor has placed you in charge of hiring a new, full - time administrative assistant for your department. 1. Prepare an advertisement for that position that complies with federal law. This advertisement must be detailed. The minimum length of your job description must be 300 words (approximately three - fourths of a page). You can make up the job details but must include the following: a. A job description. b. A description of the job duties. c. A description of the minimum qualifications. 2. Prepare 10 illegal questions that must not be asked. For each question, be sure to justify your reasoning. 3. Prepare 10 legal questions that may be asked during the interview. For each question, be sure to justify each question. BUS 670 Legal Environment Anti - discrimination Laws Related to Employment An important task that leaders face is attracting and recruiting employees that are top level performers. Most companies still post bland, uninteresting job descriptions, crossing their fingers in hope that they will find the ideal individual who is an organizational fit. In addition, the most shocking aspect of this is that most business leaders focus their resources and efforts going after the 17% of candidates who are actively seeking employment, yet desire to employ the 83% who are not looking for work (Adler, 2013). Employers want to hire top performers, but most are not cognizant of doing so in effective ways and avoid violating anti - discrimination and other significant employment laws. For example, Adler (2013) informs that there are a variety of reasons that hiring managers have a hard time finding the best recruits, including that: employers depend on a surplus of candidates during the hiring process, but seek them in a talent scarce environment; candidates do not know how to engage in the hiring game; and few hiri ng managers take responsibility for attracting quality candidates because they are focused on attracting quantity, hoping to discover that diamond in the rough. These are all significant issues that need to be addressed, dissected, understood, and reframed in a strategic manner to produce the most effective hiring programs that will attract top talent (Adler, 2013). In this paper I will prepare an

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