All selection methods must conform to laws and legal precedents. Several laws apply to the selection process. They include the Civil Rights Act of 1991, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1991, and the Immigration Reform and Control Act of 1986. HR personnel must ensure that their organizations respect all laws and regulations regarding employment. Along with equal employment opportunity, organizations must be concerned about candidates' privacy rights because information gathered during the selection process may include information that employees consider confidential. This activity tests your knowledge of four important laws.

Personnel selection is a type of technique in which corporate bodies choose who may or may not be permitted to becoming a member of the organization. The selection procedures will be structured in such a way that the company can identify people who have the skills, knowledge, and abilities to best perform the job. This strategic measure in member selection means measuring and confirming the efficiency of the selection apparatus that are used.

The kind of technique is most effective when considered alongside these standards: reliability, validity, general ability, utility, and legality.

the four laws have been interpreted below:

Civil Rights Act of 1991: Preferential Treatment, Form

Age Discrimination in Employment Act 1967: Older Workers, Mandatory Retirement

Americans with Disabilities Act of 1991: Disabilities, Reasonable Accommodations

Immigration Reform and Control Act of 1986: Verification