StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Prohibited Practices in Job Interviews - Essay Example

Cite this document
Summary
The paper "Prohibited Practices in Job Interviews" discusses that Title VII outlaws employers from hiring, firing, or laying off an individual, segregating, classifying, or limiting the opportunities of any employee on the basis of race, sex, national origin, and religion among other factors…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER96.5% of users find it useful
Prohibited Practices in Job Interviews
Read Text Preview

Extract of sample "Prohibited Practices in Job Interviews"

Conducting job interviews is one of the indispensable processes that every organization or rather an employer has to take into account. The objective reason for this is to establish whether or not a prospective employee is suitable for the available job vacancy. The interview offers the employer a rare opportunity to seek in-depth knowledge regarding the applicant in aspects such as their background, work history, and skills. However, Equal Employment Opportunity Commission (EEOC) notes that there are some job interview practices that grossly violate the rights and dignity of the applicant and, therefore, prohibit them as unlawful. In this paper, I briefly review some of the prohibited practices during job interviews as well as review some of the questions that are generally regarded as unacceptable.

Title VII is a section of the Civil Rights Act of 1964 that protects employees or prospective employees from discrimination on the grounds of race, color, religion, sex, or national origin (EEOC, 2014). It is applicable to governmental and nongovernmental employees in equal measure. Dissimilar to labor laws that do not cover managerial employees or wage and hour laws that exclude certain cadres of employees, Title VII applies to all levels and types of employees. Further on, the act covers United States citizens employed by American employers without the borders of the U.S. As pertains to non-U.S. citizens, they remain protected by the act as long as they are within the borders of the United States and not outside.

Several employment practices are prohibited by Title VII and employers unless they are careful, might find themselves unintentionally violating some of the provisions. Recruitment of new employees always elicits varied emotions among the applicant as well as the interviewing bench that may trigger acts of discrimination deliberately aimed at eliminating a certain cadre of candidates. Understandably, employers who are seeking a certain type of employee would go to any level to restructure and classify the questions in the interview with a deliberate intention of eliminating some candidates.

For example, when conducting job interviews, the law prohibits setting up tests that are based on the race, national origin, or gender of the applicant. Pregnancy or someone's disability should not be the reason why a person should be intentionally denied an employment opportunity. Also, since the U.S. state is a cosmopolitan society comprising people from different nations and of different races, the law prohibits employers from segregating and classifying job interview questions based on these variations.

Any act of discrimination during job interviews may result in dire legal actions against the employers. Therefore, while interviewing prospective employees, the recruiting panel should be careful not to ask questions that may be regarded as discriminatory. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Law Essay Example | Topics and Well Written Essays - 500 words - 9”, n.d.)
Law Essay Example | Topics and Well Written Essays - 500 words - 9. Retrieved from https://studentshare.org/law/1637515-law
(Law Essay Example | Topics and Well Written Essays - 500 Words - 9)
Law Essay Example | Topics and Well Written Essays - 500 Words - 9. https://studentshare.org/law/1637515-law.
“Law Essay Example | Topics and Well Written Essays - 500 Words - 9”, n.d. https://studentshare.org/law/1637515-law.
  • Cited: 0 times

CHECK THESE SAMPLES OF Prohibited Practices in Job Interviews

Science Teachers Performance in the Classroom and Student Achievement

Using a correlational qualitative research design this study will collect data using one-on-one interviews, notations taken by interviewers during sessions, and photographic images captured of teachers and students in classroom settings.... In a globally competitive society, America must develop a well-trained workforce in order to compete....
12 Pages (3000 words) Assignment

Efficiency and Effectiveness of Recruitment Method and Process

The researcher adopted the use of interviews as a research instrument to sample views from workers of the company.... When interviewees receive prompt feedback on their candidature to attend interviews and the interview requirements are well communicated to them, it enhances efficiency during the interview itself because it reduces the incidence of time wastage because the interviewees come well prepared.... Even though the size of the company is very small, all people who are interviewed appear before a panel of at least two interviews....
10 Pages (2500 words) Dissertation

Policies and Procedures That Govern the Hiring Practices

The Human Resources Coordinator is in charge of posting job vacancies, evaluating candidates, and organizing interviews.... For those who have completed the minimum requirements, two structured interviews are conducted to screen all applicants.... Briefly, the availability of a position and its respective job description is promulgated in-house and around the community by the Human Resources Coordinator, in accordance to National Labor Relations Board (NLRB) standards (Siegel, 2002)....
4 Pages (1000 words) Article

Personnel Requirements for Job Vacancies

The process of recruitment begins with job analysis which entails collecting information about the job through tools such as questionnaires and interviews to ensure the right employees are hired for right jobs (Mullins, 2010).... Name of student: Topic: Lecturer: Date of Presentation: Section 1: Personnel Requirements for job Vacancies Human resource planning is crucial in all organisations that wish to a gain competitive advantage.... The results of job analysis are then used to design a job description and person specification....
6 Pages (1500 words) Essay

The Employees Protection Legislation to Ensure that Discrimination is Eliminated within the Workplace

It was with this consideration that the panel dismissed him for the job.... This study undertakes to make a report on the possible best practice and legally approved policies that would have been applied on two cases in which situations that looked discriminatory may have guided the elimination of aspiring candidates for two different positions....
11 Pages (2750 words) Case Study

Anti-discrimination Laws Related to Employment

n a broader perspective, the HR Administrative Assistant has to perform multiple tasks including the preparation of job advertisements, screening of the applications (Quayle, 2006), organizing interviews between managers and applicants, providing valuable insight during the selection process through critically evaluating each candidate.... However, the applicants must be able to perform following job duties while having the minimum.... HR Assistant's job actually emphasizes upon the accomplishment of daily administrative activities particularly focusing on Human Resource functions and operations....
3 Pages (750 words) Research Paper

Impact of Medical Marijuana on the Hiring Process

Therefore, drawing on a variety of sources the paper will discuss the impact of medical marijuana on the hiring process after contacting four human resources via computer-assisted interviews.... They were contacted via computer-assisted interviews because face-to-face interviews required numerous authorizations and traveling.... Therefore, the computer-assisted interviews were convenient.... The position is usually advertisement aims is to find the maximum number of appropriate candidates who will apply for the job....
11 Pages (2750 words) Essay

Equal Employment Opportunity Commission v Abercrombie and Fitch Stores

It was only later on that the district supervisor argued that the headgear disqualified Elauf from the job.... is a national chain apparel stores.... The firm has a Look Policy that prohibits the black caps and clothing even though black cap was defined in the case.... In case of deviation, the Abercrombie & Fitch Stores, Inc....
5 Pages (1250 words) Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us