When selecting a candidate, an employer subjectively combines information gathered from interviews, reference checks, and employment tests. This process produces an overall score for each candidate; the candidate with the highest score is selected. If the employer were sued because this selection process had a disparate impact on blacks, the Civil Rights Act of 1991 states that the employer must demonstrate the job-relatedness of

a. The interviews

b. The reference checks

c. The employment tests

d. All three selection devices

Question

Autumn

Business

22 August, 05:52

When selecting a candidate, an employer subjectively combines information gathered from interviews, reference checks, and employment tests. This process produces an overall score for each candidate; the candidate with the highest score is selected. If the employer were sued because this selection process had a disparate impact on blacks, the Civil Rights Act of 1991 states that the employer must demonstrate the job-relatedness of

a. The interviews

b. The reference checks

c. The employment tests

d. All three selection devices

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Answers (1)

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Eliana Gordon · Answer 1

d. All the three selection devices

Explanation:

Civil Rights Act 1991 was an amendment of Civil Rights act 1964. It restructured, restored the act as a strengthening mechanism against skin colour discrimination in employment sector. The legal framework provided strict rules & regulations against any type of employment discrimination, at any stage of recruitment, selection, further procedures.

So, If the employer were sued because selection process had a disparate impact on blacks, the Civil Rights Act of 1991 states that the employer must demonstrate the job-relatedness of all the employment aspects : The interviews, The reference checks, The employment tests.