Speedy transportation is developing a personnel recruitment plan. The human resource department has forecasted the company's personnel needs, built an impressive pool of internal and external candidates, and developed an application to begin screening those applicants, The first thing they check for is an applicants age, since they don't want people who would be close to retirement. What could likely result from their process?

Question

Speedy transportation is developing a personnel recruitment plan. The human resource department has forecasted the company's personnel needs, built an impressive pool of internal and external candidates, and developed an application to begin screening those applicants, The first thing they check for is an applicants age, since they don't want people who would be close to retirement. What could likely result from their process?

a. They could be sued for failing to comply with employment laws
b. They could be mandated to create an electronic application
c They could have trouble identifying applicants with criminal record
d. They could have to outsource jobs.

Is it A?

Answer 1

Believe so. One website said that it would be discrimination because they are not wanting an older person. So they are discriminating over their age. I'm going to select that answer very least.

Answer 2

A is correct

Answer 3

Yes, it is likely option A. The personnel recruitment plan described includes checking applicants' age as a screening criterion. However, this can potentially be seen as discriminatory and in violation of employment laws, specifically age discrimination laws, such as the Age Discrimination in Employment Act (ADEA) in the United States. Failing to comply with these laws could result in legal consequences, including the possibility of being sued. Thus, option A is the most likely result of their process.