- The correct Bluebook citation
- Who is involved in the case?
- How has the case moved through the legal system (who filed it, in what court? What appellate court heard it?
How did it get to the Supreme Court?)? - What was the issue in the case?
- What did the Court decide? (note that the US Supreme Court is called “Court”, not “court” and not
“SCOTUS”) - What was the Court’s analysis (WHY did they decide as they did)?
- Did any Justices dissent, and if so, what did they have to say?
- What is the impact of this case?
Sample Solution
m the workforcesâ perspective, recruitment attempts of the company, such as on-line job ads, job fairs and all other recruitment techniques, serve as a portal through which workforces enter the organizations of their choice. The job ads for example provide the initial link between the applicant and the target organization. More importantly, Lavigna and Hays (2004) noted that without legitimate and transparent recruitment systems and processes, privileged groups would more likely control the hiring system. Resultantly, job applicants will not have equal chance of being hired. With regards to the selection process, Llorens and Kellough (2007) asserted that the ability of the organization to employ highly-qualified and effective workforces depend, in large part, on the manner in which selection is performed. Therefore, the selection process plays an important role in ensuring that the organization hires only the best talents in the market. Generally, the primary goal of the selection process is sift and eventually determine the best candidate from a pool of qualified applicants. In relation, Robertson and Smith (2001) noted that in choosing the selection tools and approaches, it is important to pay attention to the ability of selection tools to predict future job performance. Among the commonly used selection tools are the structured interview, employment background checking, and the psychological tests. The structured interview in particular, are conducted to systematically screen candidates based on a set of pre-determined criteria or attributes (Hallwood 2009). Background checking on the other hand, is conducted to eliminate undesirable candidates (Randall and Randall 2001). Furthermore, Randall and Randall (2001) claimed that employment background checking is a simple and inexpensive in nature. Meanwhile, psychological tests are also conducted to objectively assess the skills, abilities, behavior, aptitude, and attitude of the candidates (Randall & Randall 2001). Through these selection tools, the organization could structurally determine which among the applicants qualify for the position, in a manner that would limit the chance of hiring inappropriate candidates.>
m the workforcesâ perspective, recruitment attempts of the company, such as on-line job ads, job fairs and all other recruitment techniques, serve as a portal through which workforces enter the organizations of their choice. The job ads for example provide the initial link between the applicant and the target organization. More importantly, Lavigna and Hays (2004) noted that without legitimate and transparent recruitment systems and processes, privileged groups would more likely control the hiring system. Resultantly, job applicants will not have equal chance of being hired. With regards to the selection process, Llorens and Kellough (2007) asserted that the ability of the organization to employ highly-qualified and effective workforces depend, in large part, on the manner in which selection is performed. Therefore, the selection process plays an important role in ensuring that the organization hires only the best talents in the market. Generally, the primary goal of the selection process is sift and eventually determine the best candidate from a pool of qualified applicants. In relation, Robertson and Smith (2001) noted that in choosing the selection tools and approaches, it is important to pay attention to the ability of selection tools to predict future job performance. Among the commonly used selection tools are the structured interview, employment background checking, and the psychological tests. The structured interview in particular, are conducted to systematically screen candidates based on a set of pre-determined criteria or attributes (Hallwood 2009). Background checking on the other hand, is conducted to eliminate undesirable candidates (Randall and Randall 2001). Furthermore, Randall and Randall (2001) claimed that employment background checking is a simple and inexpensive in nature. Meanwhile, psychological tests are also conducted to objectively assess the skills, abilities, behavior, aptitude, and attitude of the candidates (Randall & Randall 2001). Through these selection tools, the organization could structurally determine which among the applicants qualify for the position, in a manner that would limit the chance of hiring inappropriate candidates.>
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