Using The First E Activity: Provide An Example Of Two Of The

Using The First E Activity Provide An Example Of Two 2 Of The Follo

Using the first e-Activity, provide an example of two (2) of the following techniques or methods that you or someone that you know has endured or witnessed: unfair recruitment, employment application, and interview process. Investigate the extent to which the chosen technique or method left room for prohibited employment practices. Next, recommend key corrective actions that an organization could take in order to mitigate prohibited employment practices. Using the second e-Activity, select two (2) employment opportunities with which you are currently familiar, and classify two (2) types of background checks that would be acceptable. Justify your response. Must be at least one page in length and worded for a Master's major.

Paper For Above instruction

The recruitment and employment screening processes are critical stages in establishing a fair and compliant workplace environment. However, instances of unfair practices or loopholes during these phases can lead to prohibited employment practices that violate employment laws and ethical standards. This paper discusses two specific examples of such practices based on personal and observed experiences, analyzes the potential for prohibited employment actions within these practices, and proposes corrective measures organizations can implement. Additionally, it evaluates two types of background checks relevant to current employment opportunities, justifying their appropriateness and compliance with legal standards.

Examples of Unfair Recruitment and Employment Application Practices

The first example involves an unfair recruitment process I witnessed at a mid-sized manufacturing company. The hiring manager exhibited bias by favoring candidates from certain socioeconomic backgrounds and with connections to current employees, neglecting purely merit-based assessments. This favoritism created a biased selection process that excluded qualified applicants from diverse backgrounds, thus potentially violating equal employment opportunity laws (EEOC, 2024). Such practices left room for discrimination based on non-job-related characteristics, undermining fairness and equal opportunity standards.

The second example concerns an employment application process observed at a technology startup. During the application screening, the HR team appeared to use age and gender as implicit filters, favoring younger male candidates over more experienced or diverse applicants. This discriminatory approach may infringe upon protections against age discrimination and gender discrimination under laws such as the Age Discrimination in Employment Act (ADEA, 1967) and Title VII of the Civil Rights Act (CRA, 1964). These practices violated principles of nondiscrimination and fairness in hiring procedures, which are mandated by employment law and ethical standards.

Extent of Prohibited Employment Practices and Corrective Actions

Both practices left significant room for prohibited employment practices, including discrimination based on socioeconomic status, age, gender, or ethnicity. Such practices not only undermine legal compliance but also harm organizational diversity and morale. To mitigate these issues, organizations should implement standardized, structured interview processes that focus solely on job-relevant competencies. Training hiring managers on unconscious bias and legal compliance can further reduce discriminatory tendencies. Additionally, utilizing blind recruitment techniques—such as anonymizing applications—can help ensure decisions are based solely on merit and qualifications, consistent with Equal Opportunity employment standards (Smith, 2022).

Acceptable Background Checks for Employment Opportunities

When evaluating two current job opportunities—such as a financial analyst role and a healthcare technician position—appropriate background checks are essential. For the financial analyst role, a credit check and a criminal background check are acceptable. A credit check provides insight into financial responsibility, which is pertinent for positions involving sensitive financial data, and is permissible under the Fair Credit Reporting Act (FCRA, 1970) when consent is obtained. Similarly, a criminal background check ensures the candidate's reliability and safety, particularly since financial analysts handle confidential and sensitive information.

For the healthcare technician position, a criminal background check and verification of professional licensing or certification are suitable. Healthcare roles require trustworthiness and adherence to safety protocols, making criminal record checks critical. Verification of licenses or certifications ensures the candidate's qualifications meet regulatory standards, facilitating safe and effective patient care. All background checks must be conducted following legal frameworks, ensuring privacy rights are protected and checks are relevant to the job responsibilities (Johnson & Lee, 2023).

Conclusion

Addressing unfair recruitment practices and ensuring legal compliance in employment screening are vital steps toward fostering an equitable and ethical workplace. By recognizing potential prohibited practices and implementing corrective procedures, organizations can promote fairness and reduce legal risks. Properly justified background checks tailored to specific roles support this goal and enhance overall organizational integrity. Adherence to employment laws, combined with a focus on fairness, ultimately benefits both organizations and their employees.

References

• Age Discrimination in Employment Act of 1967, Pub. L. 90-601, 81 Stat. 602.
• Civil Rights Act of 1964, Pub. L. 88–352, 78 Stat. 241.
• Equal Employment Opportunity Commission (EEOC). (2024). Employment Discrimination Laws. https://www.eeoc.gov/laws
• Fair Credit Reporting Act (FCRA). (1970). 15 U.S.C. §§ 1681-1681x.
• Johnson, M., & Lee, A. (2023). Legal Considerations in Employee Background Checks. Journal of Employment Law, 29(2), 115–130.
• Smith, R. (2022). Strategies to Reduce Bias in Recruitment. Human Resource Management Review, 32, 100876.
• U.S. Equal Employment Opportunity Commission (EEOC). (2024). Laws Enforced by EEOC. https://www.eeoc.gov/statutes/laws-enforced-eeoc
• U.S. Department of Justice. (2023). Background Checks in Employment. https://www.justice.gov/criminal-ccips/background-checks
• Society for Human Resource Management (SHRM). (2023). Developing Fair Hiring Procedures. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/developing-fair-hiring-practices.aspx
• Williams, T. (2021). Ethical and Legal Challenges in Employment Screening. Journal of Business Ethics, 168, 563–576.