Posted: February 18th, 2022

Homework help – Discussion Response (Half page response for each post)

Question description

Respond to at least two colleagues with a different
perspective on how to ensure compliance to laws governing hiring practices. You
may also respond by providing feedback on the violations observed and the laws
your colleagues identified. At least ONE response
to a classmate must contain a citation and a reference which is APA 6th edition
compliant.
(Note: I posted two of my colleague’s responses to the discussion post
below, please respond to their posts. You may begin the response with Hi
Sherelle & Hi Lynn) (I need a half page response for each person)
Also Please use APA format. Do not forget to list your references and
include the in-text citations. Also please use current (meaning within the past
2 years) scholarly journal articles as references. Thanks.
Sherelle’s
Post:
The
purpose of an interview offers the employer valuable insight into the
interviewee’s personalities and abilities. It also allows the interviewee a
chance to elaborate on their accomplishments and credentials. Interviews
can also provide insight into how the individual interviewing can be beneficial
to the company or business.
In the scenario, the interview began with great dialogue between
Amelia and Mr. Cannon. Amelia elaborated on her experience, education, and
future goals. However, when Mr. Cannon inquired about Amelia’s ability to
handle school and her responsibilities of her job, this implied that Mr.
Cannon and or the company discouraged employeesfurthuring their
education.  Also, Mr. Cannon wanted to know why Amelia had a gap in her
employment history. When Amelia replied that she had been divorced, Mr. Cannon
asked Amelia about her support system to help with her children and if it would
interfere with her job responsibilities. 
Oklahoma law does not allow employer to discriminate against
potential employees on the basis of gender, race,color,
religion, national origin, age, disability, or status as a protected veteran (Martinale-Hubbell, 2016 ).
An employer may not ask a prospective employee any questions relating to
marital status, religion, gender, race,color,
national origin, age, or disability in the course of an employment interview (Martinale-Hubbell, 2016 ).
Examples of prohibited questions would be:  Are you married? When did your
graduate from high school? What country are you originally from? Where do you
go to church?. Employers who base hiring decisions on any of these improper and
discrimination factors risk the potential liability from employment
discrimination.
Mr.
Cannon could have rephrased the interview questions to be in compliance with
the law and better understand Amelia’s fit for the position. Some examples are:
How do you handle deadlines? Do you work well under pressure? What are your
strengths and weaknesses? What are your goals for the future? Amelia could have
asked Mr. Cannon’s questions differently as well. For instance, instead of
replying ” My husband and I went through a tough time”. Her response
gave Mr. Cannon a the opportunity to ask Amelia about being a single
mother. She could have simply responded “I took some time off to take
care of my children”. This reply would decrease the chance of Mr. Cannon
asking anything personal about taking care of her children. 
 Often, potential employees answer the prohibited questions
to satisfy the interviewer, believing that answering the questions will
determine their employment.In
my experience, many people are not aware that asking prohibited questions are
against the law. Providing administrators with a copy of what the law states about
prohibited interview questions and providing examples of these types of
questions can be beneficial to ensure compliance. Companies that use best
practices in interviewing and that are extremely effective in consistently
hiring top performers, use customized or standardbehavioral based
guides to ensure consistency (Poskey, n.d.). 

References 
Martinale-Hubbell. (2016). Employment andLabor Law
Regulations In Oklahoma.Lawyers.com. Retrieved
from http://research.lawyers.com/oklahoma/employment-law-in-oklahoma.html.
Poskey, M (n.d). Best Practices in Interviewing: How to Interview
legally and Effectively: Avoiding Illegal interview Questions.
About.com.Retrieved from http://humanresources.about.com/od/interviewing/a/interviewtips.htm.
 
Lynn’s
Post:
Case Study: Interview Process
for the Grand City School
The importance of recruiting the right
blend of teachers for an effective faculty cannot be overstated.For school improvement Sorenson and
Goldsmith (2009) state that “a well-planned and carefully executed screening and
selection process can breathe new life into a school where ineffective
visioning and planning, low morale, teacher absentee is, low test scores, and
overall tedium are the norm” (p. 107). The interview process simulation was
informative in that it was instructive to view a portion of an interview and
apply required and extended readings for application.
 
The Grand City simulated interview commenced with a friendly, nonthreatening
introductionand handshake as Principal
Cannon thanked teacher applicant Amelia Brown for coming.They exchanged pleasantries regarding
student artwork in the school.Cannon indicated
that he had prepared for the interview in that he had already looked over her
resume, and he seated them at around table which
was conducive for an interview.Principal Cannon
asked some appropriate open ended questions that led the applicant to explain
herself to a greater extent so he could learn more about her such as, “What is
it about our school that interests you?” After learning that Ms. Brown was
furthering her education, he asked where she sees herself in five years (Laureate, 2015).Principal Cannon was the only person
conducting the interview, but a panel of at least three would have been more
effective. While he had a stack of papers in front of him, he did not appear to
have written guidelines, a checklist, or a scoring system, all of which are
recommended (Essex, 2016). It did not look like the principal was taking notes
for documentation.
 
I observed other issues with the interview in terms of questions posed that
should have been avoided because they are potentially discriminatory and could
become problematic at a legal level. The questions, “Do you think your studies
would interfere with your responsibilities here?” and “I see you live a ways
away. Do you have any concerns about the driving distance?” were not necessary.
Mr. Cannon needs to remember that men and women need to be equally asked about
hours of work and mobility. Since it became apparent that Ms. Brown is a busy
parent, the principal could have asked, “What strategies do you find most
effective for time management?” Another instance in which the principal asked a
problematic question can be seen in, “So, tell me about your last school. Why
did you leave your last job? I see that you have a gap in your teaching
experience.”  Keeping in mind the questions asked at the interview should
deal with the position being interviewed for and not past situations or
positions. “What aspects about this job are new to you or excite you most?”
 
Finally, “I know being single parent is hard. Will you be able to arrange for
reliable child care?” is a potential problem. In Florida a man claimed he was
denied employment because of his sex and race. The court ruled that the school
board failed to present a legitimate, nondiscriminatory reason for not hiring
the teacher (School Board of Leon County v. Weaver, 1990) Principal Cannon needs to
ensure that his questions cannot be considered discriminatory due to gender.
 
Teachers are clearly one of schools’ most important resources. Teachers are
not,however, randomly
assigned to schools or students (Loeb,Kalogrides, &Beteille). To this  point, it is imperative that schools educate
administrators in understanding the importance of adhering to the laws
regarding recruitment and interviewing of staff.I recommend that annual professional
development involve HR, the school lawyer, and any of the administrative team
involved with any facet of recruitment. Ensuring that standardized questions
are asked that relate to the four types recommended byCarrell,Huzmits, and Elbert (1992) is also important.  Those are
situational, position knowledge, simulation oriented, and employee required
questions that are part of role-playing by the team would be helpful. Questions
prepared in advance to ensure relevance and uniformity will help head-off
unforeseen problems.
 
The effect of teachers on student achievement is well established. Quality
teachers are one of the most important school-related factors found to
facilitate student learning (Nye,Konstantopoulos, and Hedges 2004;Rockoff2004). Knowing this, schools must take the recruitment process for
their faculty with utmost care and professionalism.

References

Essex, Nathan L. (2016).School Law and the Public Schools:
A Practical Guide for Educational Leaders, 6th Edition.

Laureate Education (Producer).
(2015d). Case study: Interview process. [Video file].
Baltimore, MD: Author.

Loeb, S.,Kalogrides, D. &Beteille, T., (2012).Effective
Schools: Teacher Hiring, Assignment, Development, and Retention, Education
Finance and Policy 7(3):269-304.Stanford
University.Retrieved fromhttp://cepa.stanford.edu/sites/default/files/EFP%20Final%20Submission%20Full.pdf

Nye, Barbara,SpyrosKonstantopoulos, and Larry V. Hedges. 2004. “How Large Are Teacher
 
Effects?”Educational
Evaluation and Policy Analysis26:237-257.

School Board of Leon County v.
Weaver, 556 So.2d 443 (Fla.App.1stDist. 1990).

Sorenson, R. D., &
Goldsmith, L.M. (2009). Personnel and Recruitment and Selection.The principal’s guide to managing
school personnel. (pp. 103-130). Thousand oaks, CA:CorwinPress.

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