Class Discussion: max marks 5: Recruitment & Selection

Use these cases to ascertain any general issues or questions arising from each case which
could be applied to other situations .e.g. if conviction had been for embezzlement in a bank.

REASSESSMENT OF FITNESS FOR DUTIES

A man complained that he had been rejected for selection in a trainee position with a
Commonwealth Government agency because a medical assessment had been given that
because of lymphodoema ( A condition causing swelling ) in one of his legs he would be
unable to perform the required duties.

ASSESSMENT OF DIABETIC WORKER

A man who has diabetes complained that he had been rejected for qualifications required for
the transport control position he had been training for and had been dismissed as a
consequence.

ADJUSTMENTS IN INTERVIEW PROCESS

A man who has a vision impairment complained that when he applied for a telemarketing
position, no adjustments were made in the testing process, such as large screen or adaptive
software for computer based testing, despite notice having been provided of his needs for
such adjustments.

Complainant claims she applied for a job with respondent company. Complainant says she
met the criteria but respondent advised it had never had women operating machines
previously and respondent would have to build a special ablutions block for her because all
the men showered together at the end of the shift.

Complainant claims refused employment as electrical engineer operator with respondent

State Govt. because he did not disclose previous criminal record conviction. Complainant
claims application form only required disclosure of convictions within past 5 years and his
conviction occurred 7 years ago. Conviction was for assault.

Complainant commenced employment with respondent Commonwealth organisation as a

human resources consultant. Complainant was on a 12 month contract. Complainant’s
contract was extended for 12 months. Respondent advised complainant was groomed for a
more senior role which would be advertised and be a permanent position. Shortly after
contract extinction complaint ant advised respondent of her pregnancy. Another employee
was later promoted above the complainant into the acting senior role. Complainant went on
maternity leave. Complainant says the senior job was not advertised in as planned.

In each of the above scenarios discuss the case. What could the respondent organisation have
done to stop these issues arising in reference to their policies, procedures and practices?