MIOP: Websites

Typically, adverse impact is determined by using the four-fifths or eighty percent rule. The four-fifths or 80% rule is described by the guidelines as “a selection rate for any race, sex, or ethnic group which is less than four-fifths (or 80%) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact, while a greater than four-fifths rate will generally not be regarded by Federal enforcement agencies as evidence of adverse impact.”

There are several pieces to the recruitment and selection process: sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment. From Houston Chronicle business pages.

One major consideration in recruitment is whether to hire externally or promote from within your organization. There are advantages to either method of filling openings. From Houston Chronicle business pages

Selection and Recruitment are 2 different functions of Manpower Planning. From Management Study Guide.com.

From the Houston Chronicle business pages.Companies have the never-ending task of interviewing, selecting and hiring employees. However, despite the repetitiveness and skill of a company's human resources department, selecting the right individual for a job is extremely challenging.

Information from The U.S. Equal Employment Opportunity Commission

Similar to unconscious bias, adverse impact can result in fewer qualified minorities being hired for discriminatory reasons.

Adverse impact is defined as a significantly different rate of selection which negatively impacts members of a protected group. Posted by Alissa Parr, Ph.D on Select International website

Though there are several methods of collecting job analysis information yet choosing the one or a combination of more than one method depends upon the needs and requirements of organization and the objectives of the job analysis process. There are many links on the left side of the page to other aspects of job analysis

Discusses each of these components; includes four KSA samples

From Federal Jobs.net website

From Houston Chronicle business pages. Once a number of candidates are found, you must qualify each and determine if they are a good fit.

The articlue discusses in detail about the 2 different types of recruitments - internal and external. From Management Study Guide.com

Discusses the KSA model.