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Selecting appropriate candidates represents perhaps the single most important step in achieving company goals and objectives. The old adage of “Hire right or manage hard” continues to ring true. Consequently, the key to achieving a good employee-job and employee-organization match begins with completing a job analysis.
Bohland and Snell (2004) indicate that there can be as many as eight steps in the selection process: Application, Initial Interview, Testing, Background Investigation, Preliminary HR Selection, Supervisor/Team Interview, Medical/Drug Testing, and Final Hiring Decision. At each step of this process, it is necessary to ensure that obstacles do not exist that might make that process difficult or impossible for individuals with disabilities. Below are resources that might be helpful in addressing Job Analysis and Selection related issues.
Job Analysis:
Job Analysis Overview: http://www.job-analysis.net/G000.htm
Job Analysis: Tip and Frequestly Asked Questions http://www.hr-guide.com/data/G022.htm
Determining Essential Job Functions http://spot.pcc.edu/%7Erjacobs/career/essential_job_functions.htm
Selection Process and Legal Guidelines:
The Selection Process: An Overview http://www.hr-guide.com/data/G300.htm
Understanding the Legal Context of Assessment-Employment Laws and Regulations with Implications for Assessmenthttp://www.hr-guide.com/data/G361.htm
Federal Law - Uniform Guidelines on Employee Selection Procedures http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm
Laws and Legal Rights http://www.dol.gov/odep/business/lawsand.htm
Guidelines for Applications, Interviews, Exams and Hiring http://spot.pcc.edu/%7Erjacobs/career/guidelines_for_hiring.htm
Great Lakes ADA Center http://www.adagreatlakes.org/
