Final Exam Question 2
HRMD 630 Recruitment and Selection
UMGC
The uniform guidelines were set in place to ensure employers were making fair decisions when it came to hiring and selecting candidates as it relates to Title VII of the Civil rights act. (Maurer, 2020) When determining a good cut off score established by the courts, the parameters must be consistent with the results of a job analysis, allow for qualified candidates to apply, and consider the opinions or suggestions of experts in setting the passing score, as well as use proper criteria in evaluating the skills required for the job. The total cut off would consist of the entire selection process from application to hire. Under the UGESP, the cut off score must be relevant and reliable, to the point, reasonable and fair with a general expectation of proficiency required for employment. Cutoff scores should be determined by considering the number of applicants. In situations where there are a large number of applicants for a particular position, a company can set the cutoff score high. Increasing the cutoff scores not only improves the odds of hiring qualified candidates, but also helps reduce the amount of work involved in the recruiting process through narrowing the pool of qualified candidates to interview. Setting extremely high cutoff scores may, however, make it more difficult to find and hire employees for a particular position if a company is dealing with smaller applicant pools or needs to hire many people.
References
Maurer, R. (2020) SHRM. Clearing up Misconceptions about UGESP. Retrieved from: Clearing Up Misconceptions About the Uniform Guidelines on Employee Selection Procedures (shrm.org)