The document discusses the fundamentals of hiring well, including: 1) Knowing the job by writing a strong job description; 2) Determining the factors for success by identifying necessary qualifications, skills, and personality traits; 3) Considering internal/external variables like the labor market; 4) Learning the legal fundamentals around discrimination; and 5) Building a standardized selection process model to ensure fair and legal hiring practices. It also outlines the three types of discrimination employers must avoid - intentional prejudice, disparate treatment, and disparate or adverse impact.

1. Hiring Well —
The Fundamentals
Presented by:
Wm. (Chip) Valutis, PhD

2. 1: Know the Job

3. Write a strong job
description that includes:
• Position, title and • Impact of the job
reporting relations
• Roles, responsibilities
• Functional description and duties
of the job and its
purpose
• Job specifications
• Some indication of the
• Special circumstances
or conditions of
meaningfulness or
employment
their importance

4. 2: Determine the
“Factors for
Success”

5. • What credentials and qualifications are
necessary/desirable?
• What knowledge/experience, skills and abilities
are needed?
• What type of person succeeds (what personality
characteristics or work habits lead to success)?
• What are the cultural imperatives in your
organization and what type of person matches
this?

6. 3: Consider
Internal/External
Variables

7. • What is the state of your labor
market?
• How do your terms of
employment match the labor
market situation?
• Strike an optimal balance

8. 4: Learn the Legal
Fundamentals

9. • Understand the legal definition of
discrimination and how suits may be brought
(see Appendix)
• Train HR personnel and hiring managers
• Develop fair, standardized procedures for
hiring
• Document data necessary for EEO evaluation

10. 5: Build a Model

11. Selection
Process
Recruit
Prelim. Resume Prerequisite Interview Employment
Screening Review Skill Test Process Testing
Job
Reject? Reject? Reject? Reject? Offer!
 Education Necessary Motivation Knowledge
 Basic
 Experience skill level  Experience  Skills
 Conditions
Qualifications  Skills  Abilities
 Salary
 Proven skills  Interests  Personality
 Hours
 Motivation  Attitude  Work style
 etc..

12. The Model — Make
Sure…
• … it is structured and standardized
• … you are measuring the characteristics
necessary for success
• … you are documenting results for EEO
tracking
• … to work the model
(improve it — don’t quit)

13. Three Types of
Discrimination
1. Intentional prejudice
2. Disparate treatment
3. Disparate or adverse impact

14. 1. Intentional Prejudice
Members of certain protected groups are treated
negatively because of who they are (because of a
characteristic which is protected)
•Blatant and infrequent
•Examples:
! “Blacks need not apply”
! “No women allowed”

15. 2. Disparate Treatment
Different standards are applied to different groups
even though there may not be explicit or intentional
prejudice
•It is discriminatory if differential treatment is unfair
or unrelated to qualification or ability to perform the
job
•Examples:
• Not hiring women with children while hiring men
with children
• Testing minorities but not white applicants

16. 3. Disparate or Adverse
Impact
People in a protected class are adversely impacted by a
standardized employment practice, although it may appear to
be neutral or fair.
•May often be unintentional
•Is discriminatory if policy or rule cannot be proven valid or
job related
•Examples:
• Height and weight requirements not proven valid
• Certain test or specifications (e.g. H.S. Diploma)
• Credit references, etc.

17. Who/What is Protected?
Nationally New York State:
• Race • Marital Status
• Color • Legal Users of Tobacco
• National Origin
• Religion
• Sex/Pregnancy
• Age
• Physical Disability

18. Decisions and/or
Conduct Regulated
• Hire/Fire
• Compensations and promotions
• Terms, conditions, privileges of
employment
• Harassment
• Retaliation

19. VALUTIS CONSULTING IS A FULL SERVICE MANAGEMENT CONSULTANT
FIRM. OUR APPROACH IS TO INVESTIGATE AND UNDERSTAND
ORGANIZATIONAL ISSUES, CUSTOMIZE REALISTIC SOLUTIONS AND
DESIGN PRACTICAL STRATEGIES TO MOVE CLIENTS TOWARD THEIR
SPECIFIC BUSINESS AND PERSONAL GOALS. OUR MISSION IS TO HELP
OUR CLIENTS UNLOCK THE POTENTIAL OF THEIR ORGANIZATION AND
ITS PEOPLE.
PLEASE FEEL TO CONTACT US WITH ANY QUESTIONS OR TO SCHEDULE
AN APPOINTMENT TO DISCUSS YOUR ORGANIZATION’S NEEDS AND HOW
WE CAN HELP.
(716)634-2553 CHIP@VALUTISCONSULTING.COM
www.valutisconsulting.com - website
http://gettingresultsthruothers.com - blog