Preparing for recruitment involves several mandatory steps to prevent liabilities to the agency. This includes considering recruitment methods, screening tests, and background checks. However, it is important to understand the legalities of these processes. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Unless the employer can justify the test or procedure under the law, the use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group.

For this assessment, as the HR director of "For The People IT Design Center" or your selected organization, prepare the hiring manager to recruit for a position of your choice.

 In a 3–4 type page

• Compare the different types of recruitment methods. Select one to use in your company and describe why this is your chosen method.
• Compare two different employment screening tests required for job-relatedness and business necessity.
  • How will you show evidence of job relatedness (validity) for each test?
  • What is the purpose of content validity tests?
• Analyze the legalities of the employment screening tests used during the hiring process.
• Discuss the policies and practices that should be in place for internal candidates applying for the position.
• Describe inadvisable preemployment inquiries as you are preparing for the interview phase. Explain how these could lead to hiring liabilities and what policies you will have in place to avoid any perceived risks.
• Describe what should be included in the offer to the selectee. Describe your documentation process and explain how long documents should be retained.