ABSTRACT
How can employers exercise their right to select employees without running afoul of the new guidelines? Are interviews best? Pencil and paper tests? "Nonrandom selection procedures are inevitable for most jobs," says Dr. Thomas Dhanens, a management psychologist. "Therefore, employers will always be open to charges of discrimination or favoritism from some quarter. Organizations that avoid their responsibility for examining and validating their selection procedures will be forced into a costly catch-up effort before long." The author shows employers how to collect data systematically, analyze job functions, evaluate applicants, record data, handle performance appraisals, maintain records, and identify priorities. Since a lack of data is no defense in an EEOC action, Dhanens suggests that these are the minimum steps wise employers should follow.
