How do government regulations affect the interviewing and selection process?
Selecting and hiring a new employee involves comparing many candidates’ skills and experience. However, the candidate with the strongest abilities and credentials is not always the best person for the job; a candidate’s personality and character traits are also very important to job success. A candidate might look great on paper, but once you meet him or her you might notice personal habits or traits and other characteristics that significantly detract from the candidate’s suitability for the job. Assessing a candidate’s organizational fit, or how well the candidate matches an organization’s work environment and dynamics, can be a useful technique in hiring new employees.In this week’s Application, you will examine the use of organizational fit in selecting candidates to fill open job positions. You will explore the costs and benefits of this selection strategy as well as the associated legal and regulatory concerns.To prepare for this Application Assignment:Review Chapter 11 in the course text and identify how HR personnel can use the information that department managers can provide to determine organizational culture and organizational fit.Read Chapter 13 in the course text, focusing on the legal issues interviewers must consider when asking questions and selecting candidates.Read the articles Organizational Fit Is Key to Job Success and Performance Management for Inclusion. How is organizational fit relevant to a candidate’s potential success with an organization? How do the principles of organizational fit relate to inclusion and diversity?Review the websites for the Equal Employment Opportunity Commission (EEOC) and the Americans with Disabilities Act (ADA). How do government regulations affect the interviewing and selection process?