ERIC Number: ED249635
Record Type: RIE
Publication Date: 1984
Reference Count: 0
Preemployment Inquiries: Avoiding Pitfalls in the Hiring Process. Obtain the Person Best Qualified and Suited for a Particular Position in a Public School District without Invading Their Privacy. Avoid Charges of Discrimination and Bias in Hiring.
Horton, Janet Little; Corcoran, Victoria
School districts seeking to obtain the person best qualified and suited for a particular position should use a precise, well-balanced application that will give a personal history, qualifications for the job, and job-related references that can be used to make more indepth inquiries concerning the applicant. Laws may vary from state to state regarding the permissibility of certain questions on an application form. Consequently, the emphasis in this guide is on what is permissible and impermissible under federal laws and regulations. Information that has been found by courts to be impermissible can be separated into four categories: (1) questions concerning marital status and family situation, (2) questions regarding personal history that are not job related, (3) questions concerning associational activities, and (4) questions regarding irrelevant educational and work history data. These categories are discussed in reference to a reproduction in the appendixes of an actual job application form containing examples of impermissible inquiries in all four categories. Also in the appendixes are sample application forms for professional and nonprofessional staff positions which are considered permissible. School districts are advised of ways to guard against interviewer bias and the use of criteria not related to the job. (MLF)
Publication Type: Guides - Non-Classroom; Legal/Legislative/Regulatory Materials
Education Level: N/A
Audience: Administrators; Practitioners
Authoring Institution: National Organization on Legal Problems of Education, Topeka, KS.