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ORIGINAL WORK ONLY This is Human Resources Management Class.


This is Human Resources Management Class.

These are discussion questions. 200-300 words each.

ARTICLE or VIDEO = No Reference Needed. Summary.

QUESTION = One Reference Needed.

Please feel free to discuss and input thoughts on each issue. For video/article, please provide summary and thoughts.

(1) Article #1 - Diversity Recruiting (200 words summary)

(2) Article #2 - Social Media & HR Staffing (200 words summary)

**Video Script - Please read attached transcript and discuss following:

(3) Discuss about Employment Cycle: Planning a Need and Staff Recruitment (200 words)


Diversity Recruiting


Equal employment opportunity and nondiscrimination are an important part of the


recruiting and hiring process. Career services practitioners and university relations and


recruiting professionals should be aware of recent legislative changes to established laws.









qual employment


opportunity (EEO) and


nondiscrimination are


an essential part of hiring and


recruiting practices. Federal EEO


laws?Title VII of the Civil


Rights Act (Title VII), the Age


Discrimination in Employment


Act (ADEA), the Americans


With Disabilities Act (ADA), the


Immigration Reform and Control


Act (IRCA), the Uniformed Services


Employment and Reemployment


Rights Act (USERRA), Title II


o f the Genetic Information and


Nondiscrimination Act (GINA)?


and any state corollaries encourage


nondiscriminatory referring,


recruiting, interviewing, and hiring.


These laws have established


several categories of ?protected


classifications,? which include race,


color, religion, national origin,


sex, age (older than 40), disability,


intending citizen, and service in


the armed services or reserve units.


Some state laws have identified


additional protected classifications,


such as sexual orientation or off-thejob conduct (such as smoking).


The first question that must be


answered is whether an organization


is a ?covered employer? under the


specific antidiscrimination laws.


Title VI, the ADA, and GINA


cover all private employers, state


and local governments, educational


institutions that employ 15 or


more individuals, and private and


public employment agencies and


labor organizations. The ADEA


covers all private employers with


20 or more employees, state and


local governments, employment


agencies, and labor organizations.


Title VII, GINA, and the ADEA


also cover the federal government.


State laws also generally have


specific requirements that may be


less restrictive than the federal antidiscrimination laws.


The inquiry does not end once


it is determined that an entity is a


?covered employer? under state or









federal law. To bring a claim under


state or federal antidiscrimination


laws, an individual must be a


member of one of the protected


classifications as noted previously.


However, given the wide breadth


of protected classifications and the


expansive nature of the ADA, many


individuals could claim protected


class status.


Federal and state antidiscrim­


ination laws also prohibit recruit­


ment practices that discriminate on


the basis of a protected class and


practices that disproportionately


limit employment opportunities


based on a person?s protected class



It is also illegal under


state and federal


anti-discrimination laws


to offer different starting


salaries, signing bonuses,


benefits, or other conditions


of employment based on


protected class status.



that are not related to a business


need or job requirement. An


employer may not use a different


recruiting process or selection


criteria for individuals based upon


protected class status. For example,


hiring requirements that call for


certain height restrictions or lifting


requirements or that eliminate


applicants based on criminal history


may be per se discriminatory unless


they are tied directly to job duties.


Accordingly, employers should


review the actual job responsibilities


before setting forth specific


requirements for applicants.


It is also illegal under state and


federal antidiscrimination laws to


offer different starting salaries,


signing bonuses, benefits, or other


conditions of employment based on


protected class status.



The laws also cover discrim­


ination predicated on an


individual?s association with


someone who is a member of


a protected class. Additionally,


businesses that are operated by


persons with devout religious


beliefs (but are not exempt religious


institutions) are not permitted to


designate religion or observance


o f religious practices or beliefs as


employment criteria.


Applicants and employees who


engage in a protected activity


are also shielded from retaliation


from employers. If an applicant


or employee makes a complaint


about discrimination or harassment


during the application process or on


the job, an employer is prohibited


from taking an adverse employment


action (refusal to hire, decrease in


pay, demotion) in response to that


complaint. The merit or basis of


the underlying complaint does not


matter in a retaliation claim. Even


an applicant or employee who files


a frivolous complaint is protected


from retaliation from an employer.





Action Review


Affirmative action is inclusive,


not exclusive. All employment


programs?recruiting, hiring,


internships, mentoring, and


promotion?must be designed


to diversify the candidate pool,


workplace, job categories, and


managerial positions, not to establish


quotas or preferential hiring systems.


Similarly, career services programs


should intend to diversify student


use of its services. Referring


students to employers based upon


the students? race or ethnicity would


not be considered legal.


If an employer wants to use


gender, ethnicity, or race as a hiring


factor, the employer needs proof of


prior job segregation, past or present


discrimination, or a significant





A job cannot be held open


until the employer finds a


candidate of the "correct"


race, gender, or ethnicity


when there is a pool of


qualified nonminority


candidates to select from.



disparity in the work force that


needs to be resolved. The fact


that there has been a history of


discrimination in the United States


is not sufficient evidence. Also,


the aspiration to diversify the com­


pany?s work force to meet global


market-place demands may not be


considered an adequate justification


to use gender, ethnicity, or race as a


hiring factor.


An employer should consider race


or ethnicity as a factor in hiring very


cautiously, as the employer could be


exposed to significant liability if the






consideration is not done correctly


and in accordance with the law.


Such a practice must be temporary


and cease when the substantial


imbalance in the work force no


longer exists. This is determined by


comparing the number of people


in the general population who are


qualified for the program or job


with the number who are actually


in the program or job. A general


population statistic is not enough.


A job cannot be held open until the


employer finds a candidate of the


?correct? race, gender, or ethnicity


when there is a pool of qualified


nonminority candidates to select




Instead of using race, gender,


or ethnic background as factors


in hiring, an organization that is


worried about the lack of diversity


in its work force should examine its


employment practices for adverse


impact. When an organization has


what appears to be neutral selection


and employment methods that have


a disparate impact on the hiring



of women and/or minorities, then


that organization may have to


change its employment standards


rather than create exclusive hiring


programs to bring in women and/


or minorities. Employers should


measure and track the effectiveness


of their recruiting and retention


programs, and be aware of their


work force?s demographics and


the availability of workers with


the skills necessary to perform the


work. If there is a gap between the


demographics of available workers


and the employer?s work force, the


employer should find out why such


a gap exists and develop methods


to close it.


The key fact when reviewing


employment issues is that each


decision should be made based on


an individual?s ability to perform the


actual job duties. Employers must


make an individualized assessment


of the candidate?s credentials and


should focus on business needs and


skills sought, not the individual?s


protected class status.






When career services and employ­


ers develop programs to increase


the diversity of job candidates and


employees, they should remember


that an inclusive, flexible program


that looks at applicants as individu­


als has a better chance of weathering


legal scrutiny.



Recent Legislative




New rules requiring federal contrac­


tors to implement benchmarks for


hiring minimum numbers of protected


veterans and disabled workers went


into effect on March 24, 2014.



Vietnam Era Veterans?


Readjustment Assistance Act of


1974 (VEVRAA)


The VEVRAA rule gives federal


contractors a quantifiable metric to



measure their success in recruiting


and employing veterans. Contractors


are required to annually accept a


benchmark that is either based on


the national percentage of veterans


in the work force (8 percent as of


April 2014) or their own benchmark


based on the best available data.


Note: The ?benchmark? is not a


requirement. Employers that do not


meet the benchmark are not currently


subject to any fines or penalties, but


should review their hiring practices


to develop methods to meet the


benchmark in the near future.


According to the U.S. Department


of Labor, this rule strengthens


accountability and record-keeping


requirements and enables federal


contractors to measure the


effectiveness of their recruitment


efforts. It also clarifies job-listing


and subcontract requirements to


enable compliance.



Section 503 of the Rehabilitation


Act of 1973


New changes to Section 503 have


implications for career services


and employers regarding the hiring


and employment of people with




Section 503 is focused on


employment and applies to privatesector companies that have $10,000


or more in contracts with any federal


agency and is overseen by the U.S.


Department of Labor?s Office of


Federal Contract Compliance and


Policy (OFCCP).


The changes to Section 503


regulations now require a


nationwide aspirational goal for


the work force to have 7 percent


representation of qualified persons


with disabilities (current employees,


applicants, and new hires). For


employers with more than 100


employees, the 7 percent goal





(Required by 39 U.S.C. 3685)


























Publication title: NACE Journal


Publication number: 0278-980


Filing date: 10/1/14


Issue frequency: Four times a year.


Number of issues published annually: Four.


Annual subscription price: $70.


Complete mailing address of known office of publication:


62 Highland Avenue, Bethlehem, Northampton County, PA




Complete mailing address of headquarters or general


business offices of publisher: 62 Highland Avenue, Bethlehem,


Northampton County, PA 18017-9085.


Names and addresses of publisher, editor, and managing editor:


Publisher: Marilyn Mackes, 62 Highland Avenue, Bethlehem,


Northampton County, PA 18017-9085. Editor: Pattie Giordani,


62 Highland Avenue, Bethlehem, Northampton County, PA


18017-9085. Managing editor: N/A.


Owner: National Association of Colleges and Employers, said


body being a nonstock, nonprofit corporation incorporated


under the laws of the Commonwealth of Pennsylvania, its


activities being governed by a Board of Directors. The officers


are as follows: President: R. Samuel Ratcliffe, Director,


Career Services, Virginia Military Institute, 311 Carroll


Hall, Lexington, VA 24450; President-Elect: Dawn Carter,


Director, Global University Relations, NetApp, 495 E. Java


Dr., Sunnyvale, CA 94089; Vice President-College: Manuel


Perez, Interim Associate Vice President, Student Services,


California State University-Long Beach, Brotman Hall, Long


Beach, CA 90840; Vice President-Employer: David Ong,


Director, Corporate and College Recruiting, Maximus, 11419


Sunset Hills Rd., Reston, VA 20190; Secretary-Treasurer:


Marilyn Mackes, Executive Director, National Association


of Colleges and Employers, 62 Highland Ave., Bethlehem,


PA 18017-9085; Past President: Daniel Black, EY Americas


Director of Recruiting, EY, 300 First Stamford PI., Stamford,


CT 06902.















Known bondholders, mortgagees, and other security holders owning or holding 1 percent


or more of total amount of bonds, mortgages, and other securities: None.


The purpose, function, and nonprofit status of this organization and the exempt status for


federal income tax purposes have not changed during the preceding 12 months.


Publication title: NACE Journal


Issue date for circulation data below: September 2014



15. Extent and Nature of Circulation






















Average No. Copies


Each Issue During


Preceding 12 Months



Average No. Copies


Single Issue Nearest


To Filing Date







Paid and/or requested circulation


1. Paid/requested outside-county


mail subscriptions...................................................6,061................... ............... 6,243


..................0 ................... ...................... 0


3. Sales through dealers and carriers, street


vendors, counter sales, other non-USPS


paid distribution........................................... ..................0................... ...................... 0


4. Other classes mailed through the USPS..................216................... .................. 213


Total paid/requested circulation..................................6,277................... ............... 6,456


................56................... .................... 60


................56................... .................... 60




.... 6,516


..............131................... .................. 216


Total................................................................. ...........6,464................... ............... 6,732




99 0%



16. Statement of ownership will be printed in the November 2014 issue of this publication.


17. I certify that the statements made by me above are correct and complete.


Pattie Giordani








applies to broad job categories


within the company. For employers


with fewer than 100 employees, the


7 percent applies to the entire work


force within that company.


There is a series of compliance


requirements to show the company?s


progress toward achieving or


exceeding the 7 percent goal,


including outreach efforts and


internal identification of existing


employees with disabilities. For


example, for current employees


who have not previously disclosed


a disability to be counted toward


the 7 percent goal, employers


will be required to ask them to


voluntarily disclose. This invitation


will be extended to all employees


whether they have requested


accommodations or not. Applicants


will be invited to disclose prior to


the interview. This information will


be used to track applicants with






disabilities through the recruiting


and hiring process. Employers must


be mindful to keep such disclosure


forms separate from the individual?s


personnel files because they contain


medical information?the ADA


prohibits the commingling of such




The revisions to the Rehabilitation


Act will impact career services as


employers continue to adjust their


recruiting strategies and increase


their inclusivity efforts to individuals


with disabilities. Career services


can help employers connect with


the campus disability office. Career


services can also collaborate with


the disability office to offer students


counseling on their options for


disclosure of their disability.


Employers and career centers can


work together to ensure compliance


and to identify employment


opportunities for students. With



Employers must be mindful


to keep such disclosure


forms separate from the


individual's personnel files


because they contain


medical information?


the ADA prohibits the


comingling of such





the changes, the view of disclosure


and its benefits have also changed.


While disclosure is voluntary, it


can be advantageous for candidates


to disclose early in the recruiting


and hiring process in order to be


considered by employers trying to


attain or maintain compliance. PI






Copyright of NACE Journal is the property of National Association of Colleges & Employers


and its content may not be copied or emailed to multiple sites or posted to a listserv without


the copyright holder's express written permission. However, users may print, download, or


email articles for individual use.




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