organization.
Pre-employment screening is the most imperative recruiting process, and it usually begins with the Human Resources department. An effective employee pre-screening practice allows employers to locate exceptional people who are capable of providing superior work. Pre-screening includes verification of educational credentials, job history and performance, and other pertinent information. It is the duty of employers to determine who is best suited for the position.
Prior to implementing pre-employment testing the employer must first determine whether it’s ethical and legal to conduct particular tests. Yet, ethics and law do not necessarily coincide accurately. Nevertheless, the point is that employers must eliminate questions that may violate laws related to the Equal Employment Opportunity Commission. The employer should also avoid using intelligence tests and geographical comparison as a selection criteria to reduce the risk of disparate impact. Pre-employment screening must only be used for legitimate purposes and not for discriminatory reasons.
Some evidence suggests that before extending a job offer to an applicant, it’s important that the hiring managers refrain from the use of realistic job preview. Recruiters often paint glamorous pictures of the job description by making the position sound exciting, challenging, and rewarding. The employee accepts the job and he or she finds the job to be completely the opposite. Hiring managers must also avoid making misleading or deceptive promises. For example, an employer telling an employee that “You will remain in the position for the long haul” or “You will be promoted to the vice president of the company within six months” and later his position is terminated by reas...
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...plicant from the long term unemployed.
Another popular pre-screening method is the google search engine. There have been ethical dilemmas concerning pre-employment screening through the use of the internet. This process helps employers to search applicant’s achievements, group affiliations and legal proceeding. The consequences are that the information found may not be not always being accurate which can be taken out of context or misused.
In summary, organizations who correctly utilize pre-employment screening as part of their recruitment process will reap huge financial benefits. Benefits that includes, recruiting and retaining skilled applicants which ultimately will lead to high employee morale, higher productivity and lower employee turnover. These benefits are the ultimate goals and desires of every successful business owner around the global economy.
is required to take prior to hiring. A psychological test is taken as well to evaluate
Furthermore, the screening process is a twofold process. First, each employer needs to ensure background checks and interviews are conducted properly. A background check should consist of filling out a questionnaire with specific questions needing further review. The further review is to have management or a private investigator ask question based off how each applicant answers questions. Also, fingerprinting needs to take place to ensure a wants and warrants check is cleared.
Pre-employment background checks are largely justified by the reasoning that a criminal record is an indicator of a person’s character, and to hire a known criminal presents a legal liability for a company. According to Buckhoff , “Employers can be held liable for their employees' criminal actions, under certain circumstances” (2003). What this line of reasoning lacks is the ideology of human individuality – the assumption ...
...ther a job applicant has a tendency towards violence or other harassing behavior” (Stabile, 2002). Lastly, for some employers, it is often better to be able to test for specific traits in a particular job that might predict success or that might make an applicant a wrong fit for the particular job. For example, in service industries, employees deal directly with the public, so it is important to have a sense of the employee's prospective of service orientation, since the company is judged by the quality of the service provided. Another example is seen in a position that requires sales and constant communication with people, finding someone who leans toward extroversion might be more helpful for the organization's goals.
There are different types of discrimination against a job applicant or an employee. It is prohibited by law to make biased decisions based on preconception to group of people according to a certain race, national origin, class, sex (including pregnancy), sexual orientation, age, disabilities, genetic information etc. All developed countries have an advanced legislation to protect job applicants and employees against different types of discrimination in many types of work situations such as hiring, firing, promotions, harassment, training, wages and benefits. This paper examines issues associated with the main forms of discrimination.
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
When employers seek new employees, they have a variety of external recruiting methods available from which to choose. The method chosen may depend on such factors as budget, desired applicant characteristics, and type of access to potential employees in the labor market. Recruiting decisions should also consider each method’s potential for adverse impact against certain groups of employees. Adverse impact in employee recruitment or selection occurs when a hiring practice intentionally or unintentionally discriminates against a protected group (CSU-Global, 2013). To decrease the likelihood of adverse impact, employers should proactively engage in recruiting activities designed to reach a broad range of potential job applicants.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
These kinds of tests are useful tools for managers and are necessary to screen potential applicants to be sure that they have the ability and skills that are required for the job.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
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.
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
In order for any organization to select the perfect applicant for a job position, the organization provides pre-employment testing/screening. Pre-employment testing is beneficial for the company because it can help the company to reduce cost, decrease turnover and save time. Pre-employment testing that is provided must be valid and fair. (Quast, 2011) In addition to the validity of pre-employment testing/screening an organization must never discriminate a person’s age, gender or disability status. Therefore, more organization are becoming more diverse when it comes to employee selections. However, some ethical issue may arise when an organization decides to change their organization into a more diverse organization.
Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...
...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)