Respond to at least two colleagues with a different perspective on how to ensure compliance to laws governing hiring practices. You may also respond by providing feedback on the violations observed and the laws your colleagues identified. At least ONE response to a classmate must contain a citation and a reference which is APA 6th edition compliant.

(Note: I posted two of my colleague’s responses to the discussion post below, please respond to their posts. You may begin the response with Hi Sherelle & Hi Lynn) (I need a half page response for each person) Also Please use APA format. Do not forget to list your references and include the in-text citations. Also please use current (meaning within the past 2 years) scholarly journal articles as references. Thanks.

Sherelle’s Post:

The purpose of an interview offers the employer valuable insight into the interviewee’s personalities and abilities. It also allows the interviewee a chance to elaborate on their accomplishments and credentials. Interviews can also provide insight into how the individual interviewing can be beneficial to the company or business.

In the scenario, the interview began with great dialogue between Amelia and Mr. Cannon. Amelia elaborated on her experience, education, and future goals. However, when Mr. Cannon inquired about Amelia’s ability to handle school and her responsibilities of her job, this implied that Mr. Cannon and or the company discouraged employeesfurthuring their education.  Also, Mr. Cannon wanted to know why Amelia had a gap in her employment history. When Amelia replied that she had been divorced, Mr. Cannon asked Amelia about her support system to help with her children and if it would interfere with her job responsibilities. 

Oklahoma law does not allow employer to discriminate against potential employees on the basis of gender, race,color, religion, national origin, age, disability, or status as a protected veteran (Martinale-Hubbell, 2016 ). An employer may not ask a prospective employee any questions relating to marital status, religion, gender, race,color, national origin, age, or disability in the course of an employment interview (Martinale-Hubbell, 2016 ). Examples of prohibited questions would be:  Are you married? When did your graduate from high school? What country are you originally from? Where do you go to church?. Employers who base hiring decisions on any of these improper and discrimination factors risk the potential liability from employment discrimination.

Mr. Cannon could have rephrased the interview questions to be in compliance with the law and better understand Amelia’s fit for the position. Some examples are: How do you handle deadlines? Do you work well under pressure? What are your strengths and weaknesses? What are your goals for the future? Amelia could have asked Mr. Cannon’s questions differently as well. For instance, instead of replying ” My husband and I went through a tough time”. Her response gave Mr. Cannon a the opportunity to ask Amelia about being a single mother. She could have simply responded “I took some time off to take care of my children”. This reply would decrease the chance of Mr. Cannon asking anything personal about taking care of her children. 

 Often, potential employees answer the prohibited questions to satisfy the interviewer, believing that answering the questions will determine their employment.In my experience, many people are not aware that asking prohibited questions are against the law. Providing administrators with a copy of what the law states about prohibited interview questions and providing examples of these types of questions can be beneficial to ensure compliance. Companies that use best practices in interviewing and that are extremely effective in consistently hiring top performers, use customized or standardbehavioral based guides to ensure consistency (Poskey, n.d.). 


Martinale-Hubbell. (2016). Employment andLabor Law Regulations In Retrieved from

Poskey, M (n.d). Best Practices in Interviewing: How to Interview legally and Effectively: Avoiding Illegal interview Questions. from  

Lynn’s Post:

Case Study: Interview Process for the Grand City School

The importance of recruiting the right blend of teachers for an effective faculty cannot be overstated.For school improvement Sorenson and Goldsmith (2009) state that “a well-planned and carefully executed screening and selection process can breathe new life into a school where ineffective visioning and planning, low morale, teacher absentee is, low test scores, and overall tedium are the norm” (p. 107). The interview process simulation was informative in that it was instructive to view a portion of an interview and apply required and extended readings for application.

  The Grand City simulated interview commenced with a friendly, nonthreatening introductionand handshake as Principal Cannon thanked teacher applicant Amelia Brown for coming.They exchanged pleasantries regarding student artwork in the school.Cannon indicated that he had prepared for the interview in that he had already looked over her resume, and he seated them at around table which was conducive for an interview.Principal Cannon asked some appropriate open ended questions that led the applicant to explain herself to a greater extent so he could learn more about her such as, “What is it about our school that interests you?” After learning that Ms. Brown was furthering her education, he asked where she sees herself in five years (Laureate, 2015).Principal Cannon was the only person conducting the interview, but a panel of at least three would have been more effective. While he had a stack of papers in front of him, he did not appear to have written guidelines, a checklist, or a scoring system, all of which are recommended (Essex, 2016). It did not look like the principal was taking notes for documentation.

  I observed other issues with the interview in terms of questions posed that should have been avoided because they are potentially discriminatory and could become problematic at a legal level. The questions, “Do you think your studies would interfere with your responsibilities here?” and “I see you live a ways away. Do you have any concerns about the driving distance?” were not necessary. Mr. Cannon needs to remember that men and women need to be equally asked about hours of work and mobility. Since it became apparent that Ms. Brown is a busy parent, the principal could have asked, “What strategies do you find most effective for time management?” Another instance in which the principal asked a problematic question can be seen in, “So, tell me about your last school. Why did you leave your last job? I see that you have a gap in your teaching experience.”  Keeping in mind the questions asked at the interview should deal with the position being interviewed for and not past situations or positions. “What aspects about this job are new to you or excite you most?”

  Finally, “I know being single parent is hard. Will you be able to arrange for reliable child care?” is a potential problem. In Florida a man claimed he was denied employment because of his sex and race. The court ruled that the school board failed to present a legitimate, nondiscriminatory reason for not hiring the teacher (School Board of Leon County v. Weaver, 1990) Principal Cannon needs to ensure that his questions cannot be considered discriminatory due to gender.

  Teachers are clearly one of schools’ most important resources. Teachers are not,however, randomly assigned to schools or students (Loeb,Kalogrides, &Beteille). To this  point, it is imperative that schools educate administrators in understanding the importance of adhering to the laws regarding recruitment and interviewing of staff.I recommend that annual professional development involve HR, the school lawyer, and any of the administrative team involved with any facet of recruitment. Ensuring that standardized questions are asked that relate to the four types recommended byCarrell,Huzmits, and Elbert (1992) is also important.  Those are situational, position knowledge, simulation oriented, and employee required questions that are part of role-playing by the team would be helpful. Questions prepared in advance to ensure relevance and uniformity will help head-off unforeseen problems.

  The effect of teachers on student achievement is well established. Quality teachers are one of the most important school-related factors found to facilitate student learning (Nye,Konstantopoulos, and Hedges 2004;Rockoff2004). Knowing this, schools must take the recruitment process for their faculty with utmost care and professionalism.


Essex, Nathan L. (2016).School Law and the Public Schools: A Practical Guide for Educational Leaders, 6th Edition.

Laureate Education (Producer). (2015d). Case study: Interview process. [Video file]. Baltimore, MD: Author.

Loeb, S.,Kalogrides, D. &Beteille, T., (2012).Effective Schools: Teacher Hiring, Assignment, Development, and Retention, Education Finance and Policy 7(3):269-304.Stanford University.Retrieved from

Nye, Barbara,SpyrosKonstantopoulos, and Larry V. Hedges. 2004. “How Large Are Teacher

  Effects?”Educational Evaluation and Policy Analysis26:237-257.

School Board of Leon County v. Weaver, 556 So.2d 443 (Fla.App.1stDist. 1990).

Sorenson, R. D., & Goldsmith, L.M. (2009). Personnel and Recruitment and Selection.The principal’s guide to managing school personnel. (pp. 103-130). Thousand oaks, CA:CorwinPress.

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