Legal Factors and Recruitment

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Legal Factors and Recruitment

In a recruitment process, it is crucial that a business follows all legal acts and does not tolerate discrimination or take part in it. This goes for when handling applicants and employees. This is important because discrimination is illegal, and a business can collapse due to this act.

It is important for Starbucks to make sure that job applicants have equal chances of being selected, promoted, trained, paid and dismissed. Gender/religion/race/colour/disability/age should not influence a decision to take place.

Starbucks needs to be aware of equal opportunities when employing members or tolerating employees. Every worker or applicant must have the same rights and chances given. An applicant or an employee must not be discriminated against because of their sex orientation, race, gender, religion, disability or age. It is illegal for a business to discriminate against any act.

Self-regulatory responsibilities

Starbucks need to take on responsibility for when it comes to employing new staff. The responsibilities that they need to take on are as follows:

  • Three interviewers for each panel/ interview room
  • Interviews must always take place on a Friday
  • The Manager carries out the interviews and interrogates the candidates
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These rules are important to Starbucks because they need to make sure they are followed for each candidate to maximise the opportunities regarding each applicant. It is also important for Starbucks to have a system, and the rules allow the system to develop and eventually reach sustainability.

Ethics and Social responsibilities

There are also ethical and social responsibilities/rules that should be sustained throughout the employment process because it would count as discrimination and unfairness. The rules are as follows:

  • The same interview questions must be asked to all interviewees
  • The job advert must be ...

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