f. What policy would you recommend an employer adopt regarding use of criminal history in hiring decisions? Why? Would the policy differ according to the type of job in question, or the nature of the conviction? If so, how? (Ch 5)
Week 3
Testing, Hiring, and Promotion
Discussion Questions: select any THREE questions from the list below (preferably at least one from each chapter) and post your response in the discussion forum.
a. Would you advise an employer that operates retail clothing stores to drug test? If so, under what circumstances? Using what procedures? What should be done regarding applicants or employees who test positive? (Ch 6)
b. Staffing experts widely regard tests of general cognitive ability to be the best predictors of success at a wide range of jobs. What are the legal implications of relying on such tests? (Ch 6)
c. Jobs are being transformed. Employers are increasingly focusing on processes rather than individual jobs. More work is being done in teams, with team members expected to be capable of taking on each other’s functions. What are implications of this for validating tests or other selection criteria? Has it become more difficult to determine what is “job related?” (Ch 6)
d. It is often said that one of the benefits of a diverse workforce is that employees will better understand and relate to their diverse customers. Does this justify making hiring decisions on protected class grounds? Assigning work so that the protected class characteristics of employees and customers match? If not, what should employers do? (Ch 7)