Читать книгу Employee Management for Small Business - Lin Grensing-Pophal - Страница 39

The EEOC has listed six major guidelines for employers to follow in establishing fair recruitment practices:

(a) Analyzing current recruitment procedures to eliminate such discriminatory barriers as word-of-mouth or walk-in sources of employees.

(b) Establishing objective measures to monitor the female applicant pool in the recruitment process (e.g., enabling the employer to identify how many candidates were females and/or minorities).

(c) Training recruiters so that they use only fair objectives and job-related criteria.

(d) Maintaining files on minority and female applicants not hired for one job who may be contacted in future recruiting, and making full use of women and minorities who are already on the staff as recruiters, sources of information, and interviewers.

(e) Publicizing vacancies by means of advertising directed toward recruiting as many minorities and women as possible, including the use of the suggested phrase, “Equal Opportunity Employer M/F.” (Avoid references to age, sex, race, national origin, and marital status. Minimum qualifications needed to perform the job should be stated.)

(f) Making full use of community resources, including educational institutions, women’s and minorities’ organizations, employment services, and public training programs, and placing ads in newspapers that are likely to be read by minority groups.