The selection process for hiring new workforce or employees is not an easy one. There are many questions that come afloat when thinking about whether to hire someone. Selection procedures are created to ensure that the right people are selected for the position and all requirements are met. As the years have progressed the different laws governing workforce selection have changed with different legislative acts in favor of both the employee and employer. Reference checks can provide an employer with background history. The results could tell if a person would be the right fit for the position. Reference checks can come in different forms. Drug screenings may be able to tell if an individual has a drug habit which typically reduced productivity. …show more content…
Interviews are a small window that employer use to try and get to know candidates and to try and determine if they are a great fit for the position or not. It helps the employer get a glimpse of the type of characteristics an individual possess. In some cases there may be several interviews that a prospective candidate must go through to gain employment. In reference to a law enforcement career this is common and as you progress through these interviews the individual or group conducting them usually gets higher in rank when determining if they are indeed the person for the position. Then we have the candidate who also have a say so before applying for a position. When a job preview is available it provides the candidate the opportunity to place themselves in the position that they may be employed in. They can look at different things such as the benefits, pay, and hours worked. In the end it gives the candidate a better insight as to if they can actually see themselves doing the job. Furthermore, for the employer it reduces turnover thus increasing retention …show more content…
The Fair Credit Reporting Act (FCRA) of 1970 was introduced more in favor of the prospective candidate. This act required employers to inform prospective candidates if information obtained through a report was used to determine employment. The FCRA was established with two main goals in mind. According to Guerin and DelPo (2013) the first goal was to to protect the privacy of consumer credit information by restricting access to those who have both a legitimate need for the information and the consent of the person whose records are sought, and to ensure the accuracy of that information by giving people the right to see their credit reports. By providing the reports to candidates it provides them with the opportunity to dispute any information found that was used to make a decision on employment. For an employer, this meant that they must legitimately inform individuals why they were not given a position and today you are seeing more and more companies having legal action taken upon them by not upholding to the
The candidates are interviewed by suppression personnel to determine their value system and decision making skills. Upon completion of all the interviews, the candidates are ranked by the panel and background investigations begin. The background investigation consists of work history verification, past job performance, checking references, and credit checks. The candidates that meet the requirements of the department complete a polygraph examination. The polygraph is used to verify the information provided by the applicant during the interview process and background investigation is factual.
Per Yoder-Weiss, the process of staff selection is getting the most qualified person for the position that fits into the organization; someone with similar values and skill set to do the job. Hiring the right person is critical for success one of the pitfalls in staff selection is selecting the wrong person and be expensive and affect the team negatively. Allowing staff to take part in the selection process not only helps with selecting someone who will fit in but also show that their opinion is valued. (p.
Numerous departments use a polygraph, usually known as lie detector, to verify information submitted throughout the application process. Drug tests are routinely administered to check for the presence of illegal substances. Each agency establishes the type of test. Background investigators will review your employment history, character references, academic records, residency history, credit history and criminal history. Applicants can assume to take some sort of physical ability test during the hiring process.
to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s...
Applicants fill a detailed consent form that states the type of information the organization seeks to obtain, how the information will be used and who it will be shared with. Organizations are allowed to use the information for their requested purpose only. In case an organization wants more information or to use the criminal history records in different ways, they must acquire permission from the applicant. In the event an applicant refuses to sign the informed consent form, they should be automatically eliminated from the potential employee consideration
While Armstrong (2006) described an interview as a conversation with a purpose. He went ahead and explains it is a conversation because candidates are able to talk freely with their interviewers about themselves, their experience and their careers. We agree on both of them because interview is truly more like obtaining information from the interviewee, and it is involved in a conversation as Amstrong said in 2006.
“Employment history verification is an essential element in building a defense against negligent hiring claims. This is even when pervious employers will verify only minimal information. The employment verification report helps the potential employer verify employment history and check for inconsistencies between the information on the application and the prior employers statements. This includes dates of employment, reasons for leaving, job title, and salary. This report may also provide information regarding the applicant’s honesty, tendency to engage in violent or harmful conduct, or other problem areas (Employment background check products and services ,
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Unfortunately, the development of screening tools in the selection process is not valued enough in many companies. The main goal is the selection process is to hire the best candidate that fits the job duty and or culture of the company. It is extremely important companies make the right use of selection tolls and develop them effectively.
Multiple studies show that immigrants, for similar education levels and age, experience worse outcomes during the recruitment process than white native-born individuals (OECD, 2013). Difficulties faced by immigrants to integrate society and more specifically the job market can be explained by many reasons. Among others, immigrants often face discrimination when looking to integrate the labour market because they have acquired their work experience and degrees and qualifications, most often than not, in a context different from that of their host country. Moreover, their degrees and experience might have been acquired in a different language than the official language of their new country (OECD, 2013).
Background checks are different for different industries but some common background check records were conducted for a job applicant those are like criminal checks, reference checks, certification checks, financial checks, bank checks, frauds, credit checks, driving and other personal related checks. Compared to the past five years the background checks were increasingly done there are several reasons for performing these checks. Now a day’s these employee background checks were frequently done by the companies because to make the recruitment process so ethical and also to recruit the right candidate. Companies are performing these to hire right candidate among the all job applicants. If this check was not performed correctly then company is responsible for negligent hiring of the candidates into the organization. Employers are timelier for checking all the related information from that information they prepare the report and based on the report the hiring process continuous. Employers check the following information of an applicant as shown in table 1.2. In 2000 a survey results that 86% of the employers performing background checks are done for gathering employment history, 81% of the time on criminal records, 78% of the time on drug screening and 71% of the reference checks were performed by the employers on the employee background checks
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.