Internal Hiring Process
Lydia Merrett
American Intercontinental University
MGMT 335
Lillian Lynn
April 26, 2015

Hiring Process
This paper will discuss company guidelines in regards to hiring internal candidates within their organization. It will disclose governmental legislation in regards to fair hiring practices. The advantages and disadvantages of the legislation and the company parameters in regards to the legislation for the company’s hiring practices.
Acme Manufacturing
Acme Mfg. has an open position for a District Manager and wants to fill the position with internal candidates only. The company would like for the potential candidate to have the following qualifications in order to be considered for the position. The internal candidate must have a four-year degree, advanced computer software skills, advanced spreadsheet and reporting metrics, along with previous sales and marketing experience. The internal candidate also should have been in their current position for at least a year in order to be considered for the open position.
Legislation
There are several laws that prohibit discrimination within the work place. Acme Mfg. must ensure that all potential candidates are treated fairly and without any prejudice in regards to race, gender, religion, and national origin. The federal laws that the company must consider and adhere to are the Civil Rights Act of 1964 (VII); this law prohibits a company to display employment discrimination based on race, color, religion, and national origin. The Age Discrimination in Employment Act of 1967; this law protects individuals that are 40 years or older. The Americans with Disabilities Act of 1990 (Title I and Title V); this law prohibits employers to discriminate against disabled potential employees that are qualified to work.
Discrimination within the work place are acts that exhibit prejudice in hiring