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Summary: The Employee Selection System

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Introduction After completing a bank teller selection system, it is important to validate the fairness of employee selection. If a business’s selection system is deemed fair, the company should continue using that plan to process and interview applicants. A selection system must be improved is found to exhibit discrimination, such as disparate impact discrimination. As explained by Miao and Gastwirth (2013), the four-fifths rule can be used as a baseline to determine fairness in hiring. Specifically, this can be used to see if adverse impact exists in a business. The next few sections break down the bank’s hiring practice over the past five years and either improve or sustain the employee selection process currently in place.
Part A: …show more content…

Jobs that rely on young and unskilled workers shouldn’t have an in-depth employee selection approach. For example, when I was a young adult, I worked at Pizza Hut for approximately three years. In my early stages I lacked almost any desirable skill, but over time I learned many important lessons. I held this job prior to joining the Air Force. Pizza Hut taught me to be on-time to work, basic followership skills and customer service skills. With this information, I believe it is okay for some companies to hire based off of an application and a minimal amount of interview questions. The employee selection process is lengthy and wouldn’t be needed for this …show more content…

As companies grow, so should their employee selection plans. There must be consideration given to the changing landscape of business and it must be captured during interviews, or when drafting vacant job descriptions. Finally, if a company validates their selection process on a regular basis, there is a better chance that the plan is more inclusive and promotes diversity within the workplace. This is mandatory for all US businesses and needs to be enforced at all levels of

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