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Score One for the Employee! But Beware ‘Points-Only’ Hiring System

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Do you assign points or scores to rank candidates during their interviews? If so, do you explain in writing why the applicant received each score? A new court ruling says you’d better back up those numbers with an explanation or you might just lose points in front of a jury if you’re sued for discrimination …

Case in Point: Roger Lovell, a 60-year-old security guard for a federal contractor, applied for two promotions but lost out to younger candidates in both cases. Lovell’s work history included a 22-year career in the Air Force and an associate’s degree in criminal justice.

For one promotion, he lost out to six younger candidates for a shift lieutenant position. All candidates were interviewed by a three-person panel. They assigned scores based on each response to a 20-question test. Only numbers were written, not comments. The promotion was given to a 42-year old candidate whose score was 10 points higher than Lovell’s.

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DrStillStanding January 26, 2009 at 2:34 am

One more thing, I would suggest, as a human resources professional, “don’t just write ANYTHING down on the interview/review” slips, it may catch up with you. Example: the ABC company, KNEW they were going to hire Molly, so they HAD to interview five people, per company policy. You all guessed it! On the four other applicants that were NOT going to get hired, the notes were sloppy and actually didn’t make sense (the interview board thought NO ONE would ever look at or review the notes anyway!). When an investigation was conducted, several “misses” were found, including, on of the interviewers wrote her shopping list on the side margin of the interview/review form! I kid you not! LOL! Of course there was an out of court settlement and from my understand those four candidates did quite well, 6-figure settlements each was the rumor!


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