Unstructured Employment Interview
The main reasons the author is conducting the study of this topic is to determine the benefits of telephone administered behavior-based interview techniques, why interviews are used, and comparing structured versus unstructured interviews. Structured interviews have proven to be more valid over unstructured with the behavior based being one of the most popular techniques used by employers.
I would concur with the writer's discoveries in this article as a result of the outcomes from the phone based meetings and how they are measured as far as execution and maintenance of business people more than 2 years. Their discoveries likewise recommended that candidates who scored higher in the behavioral meeting performed better on five diverse execution …show more content…
Each topic was reviewed and critiqued and directions for future research was …show more content…
A person is also entitled to equal pay and an employer cannot pay a male employee one wage and a female employee a lower wage when they are performing the same job duties. Discriminatory practices under these laws also include, harassment on the basis of race, color, religion, sex, national origin, disability, genetic information, or age; Also includes retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices; employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities, or based on myths or assumptions about and individual’s genetic information and; denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability (The U.S. Equal Employment Opportunity Commission, n.d.).
Neither article mentions interviewees not receiving a posted job because of any of these items listed above. The articles discussed the job and the job duties and does not ask personal questions that could be in violations against the equal employment rights.
I would concur with the writer's discoveries in this article as a result of the outcomes from the phone based meetings and how they are measured as far as execution and maintenance of business people more than 2 years. Their discoveries likewise recommended that candidates who scored higher in the behavioral meeting performed better on five diverse execution …show more content…
Each topic was reviewed and critiqued and directions for future research was …show more content…
A person is also entitled to equal pay and an employer cannot pay a male employee one wage and a female employee a lower wage when they are performing the same job duties. Discriminatory practices under these laws also include, harassment on the basis of race, color, religion, sex, national origin, disability, genetic information, or age; Also includes retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices; employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities, or based on myths or assumptions about and individual’s genetic information and; denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability (The U.S. Equal Employment Opportunity Commission, n.d.).
Neither article mentions interviewees not receiving a posted job because of any of these items listed above. The articles discussed the job and the job duties and does not ask personal questions that could be in violations against the equal employment rights.