...Unit 3 Individual Assignment Employers use prescreening tests in order to screen applicants for a job. There are different types of tests that can be used when selecting the correct employee. When conducting prescreening testing, it is important to be cognizant of the validity, reliability and implementation of the testing. Employers must also be mindful of Equal Employment Opportunity laws, such as Title VII, and ensure they are being examined and followed throughout the prescreening process in effort to avoid being contested in court (Quast, 2011). Employers must avoid personal questions that are not related to job performance. It is important to understand that these tests are not 100 percent accurate, and therefore not to be relied on solely in candidate selection (Quast, 2011). Though there are many different prescreening tests that can be, and are used today, a few include cognitive tests, personality tests, job knowledge, polygraph tests, interviews, drug screening, credit checks, and criminal background checks. Cognitive testing uses questions to test the applicant’s comprehension and problems solving skills, especially with multifaceted tasks. This type of testing can be helpful to test an applicant’s ability to problem solve when related to job complication. The validity and reliability of cognitive ability tests is high because they can be used as an indicator of the employee’s upcoming successes (OPM.gov, Cognitive Ability Tests). Job knowledge testing is...
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...interviews, tests, background check, reference, check and more. Implementing these techniques the right way is extremely important, if not employers may face high rates of employee turnover. Introduction The process of selecting employees is critical, and is something every organization goes thru. This process can be time consuming and cost a lot of money. Therefore, organizations must be careful with their selection. Selecting the right employee will be beneficial to the organization long-term and as a result, the productivity and the overall environment of the workplace will benefit. With employee selection involves many procedures, laws, and regulations that must be followed. During the process of selection, employers should keep in mind that the employees would be a reflection of the company. Thus, when selecting employees, employers must follow proper guidelines and steps so that they will only have to do that once. When this is done, employers can diminish employees that would not work efficiently and effectively. Employers use several of techniques for selection of employment. Some of these techniques are background investigations, interviews, tests, and much more. These techniques are use to make sure that applicant is telling the truth by the information they provided. Interviewing There are many ways to conduct an effective interview. An interview is one of the most vital parts of the hiring process. Asselin, (2006) discuss valuable factors that employers need to take...
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...landscape of background investigation in hr | OBJECTIVE: To know the need for background investigation in hiring a candidate. Through this paper, we bring out the logic behind the investigations and discuss some cases to corroborate that logic. Laws and rules governing the investigations will also be looked into. Some of the best practices will then be discussed as a practical approach to the issue. DEFINITION: A background check or background investigation is the process of looking up and compiling criminal records, commercial records and financial records of an individual or an organization. REASON: Litigation problems can arise if employees have an incorrect background to them. Every employer has a legal duty to exercise due diligence in hiring and protecting its employees and assets. Estimates are that 30%-40% of job resumes includes some false or inflated facts. Additionally, some Federal and State Laws require background checks be conducted for certain positions. Background checks are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Background checks can be expensive depending on the information requested. Results of a background check typically...
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...When a company hires employees, in some cases it may be necessary to fact find additional information on a candidate to make an informed decision. Outside of using the interview some agencies will initiate a background investigation. In some cases this has proven beneficial in uncovering any false information given by the applicant concerning his/her education, work experience, morals, and other important qualifying factors. Background investigations aid the interview so that it’s not the only deciding factor and helps to isolate the most suitable candidate or the job. There are several variations to the background check. One is the reference check. Reference checks are becoming more difficult because of potential legal liability to the former employer, but this is easily over come. Reference checks with the most current employer help to confirm accomplishments, misrepresentation, and inflation of information or in some cases understatements. In some areas of employment it is important to conduct a criminal investigation. It is important for employers to know whether the potential employees have a history of crime and whether this history can affect his or her ability to perform in the given position. Consider the nature of the work in relation to the nature of the conviction. For example if you wish to hire a drive you would carefully scrutinize an applicant with a history of traffic violations. If you were hiring a bank teller you would be leery of an applicant...
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...topic. It will indicate what goes into a background check and what the pros and cons are. I will inform my readers what I learned and the conclusion of my paper. Topic I just went in for an interview at a prestigious company that I have been dreaming of working at for many years and they said the job is mine if everything clears with my background check. Background check? As I walk out of the building I cannot help but wonder what they might find that may be detrimental to my opportunity to get this job. Questions start flying through my mind as my heart begins to race. What might they find from my past jobs? What are they trying to find? Who will they talk to? I have never stolen anything from my past jobs, embezzled or any of that sort. Or, do they not have limitations on how far back they will look. Will they find out I stole that one pack of bubble gum when I was 6 years old or when I was an accessory to changing price tags on bed sheets at Ross? Will they find out I worked at that company and did not put that on my resume as I only worked there for only a month? Should I go back in and confess all my wrong doings? Or, am I just overreacting? As I’m getting into my car I decided that I was being irrational and should just wait until I get a call back from the company. All I can really do is just wait, or do some amateur research on background checks. Background checks are conducted by employers to review both confidential and public information...
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...Does An Employer Have The Right To Utilize Information Posted On Social Networks When Making Employment Decisions? Michelle Mancuso Strayer University Online Business Policy – BUS 490 Robert M. Brown II May 29, 2011 Does An Employer Have The Right To Utilize Information Posted On Social Networks When Making Employment Decisions? Introduction Do employers have the right to use information posted on social networks, such as Facebook, Twitter, and My Space for employment decisions? With the popularity of such websites, employers now have a no-cost way to look up a potential employee’s habits, etc. Employers are not only using them for potential employees, but also for their current staff. Some of what employers are looking at includes status postings, comments, and inappropriate or racy pictures. They are looking to get an idea of what this person does, how they conduct themselves, and whether or not this person is a good fit in their organization. There have been several lawsuits on this topic from employees that have been fired due to posts or pictures made to their facebook wall. This practice has not been deemed against the law, but there is much debate on how this information should or can be used. This paper will discus the pros and cons of using this type of information and also offer some suggestions on how to do it without being sued. Viewpoints Jonathon Bick, a Professor of Internet Law, feels an organization can utilize information found...
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...Law Case Analysis According to the law case EEOC v. FREEMAN, the EEOC filed a law suit against Freeman and alleged the company’s hiring policy which includes criminal background and credit history checks, has a disparate impact on African-American, Hispanic, and male applicants. And the material fact of this case is whether Defendant’s hiring criteria of conducting criminal background and credit history checks is consistent with business necessity. Since the Defendant was charged by the EEOC with unlawful discrimination in this case, the source of law is the Title VII of Civil Rights Act of 1964. “Title VII prohibits discrimination in hiring, firing, trainings, promotion, discipline, or other workplace decisions on the basis of an employee or applicant’s race, color, gender, national origin, or religion” (Bennett- Alexander & Hartman, 2011). As a federal law enforcement agency, the Equal Employment Opportunity Commission has obligations to investigate violations of Title VII and enforce laws against discrimination in workplace. In addition to the EEOC’s unique role, Title VII requires federal district courts to take the Title VII discrimination case for judicial review only after the EEOC has first disposed of the claim (Bennett- Alexander & Hartman, 2011). And according to the case, since the EEOC accepted applicant Katrina Vaughn’s discrimination complaint about Defendant’s violation of Title VII by rejecting hiring her based on her credit history information, the...
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...hunting, they could hardly get a job. What I already know about this subject? I know it is very hard for people who have criminal records to get a job, employers often worried people with criminal records may create trouble later on and they tend not to hire any of them or perform background check to eliminate applicants with criminal records throughout the hiring process. However, there is a lot of campaign who helps people just out of prison to find jobs in Asia, I believe there are similar programs in Canada to help people in this situation. I agree with the main idea of this article, people are in difficult situations and they could hardly maintain their living, without a job they can hardly support themselves and government should be aware and provide more job opportunities and help for them. Article provide different real life examples to show how people with criminal records are having a hard time finding jobs, even fast food stores are not hiring people with criminal records. Nowadays with internet and technologies, it is not hard to perform background check on applicants and everyone who apply for jobs which makes it harder for people with criminal records to find a job, most of them get eliminate from beginning hiring process when company have software to run background check during the process. From the article “Employers, of course, have always taken an interest in the histories of prospective employees. Banks do not want to hire embezzlers; trucking companies do not...
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...(Week 2) Corris Macon LAW 531 October 12, 2015 Tad Davis Ethical and Criminal Responsibility (Week 2) Employers have a moral responsibility to ensure the safety and well-being of their employees. When it comes to taking corrective or preventative action, and an employee poses a danger to others, any company or organization must do what is necessary in preventing something from happening. First, as the employer, there is what is called duty of responsible care. Not taking preventative action would be considered negligence, Negligence law rests on the premise that members of society normally should behave in ways that avoid the creation of unreasonable risks of harm to others. “Negligence law’s focus on reasonableness of behavior leads to a broad range of applications in everyday personal life (e.g., a person’s negligent driving of a car) and in business and professional contexts (e.g., an employer’s negligent hiring of a certain employee, or an accountant’s, attorney’s, or physician’s negligent performance of professional obligations).”(Business Law, ch 7) It does matter whether an employer has evidence that an employee poses a threat or danger to others. Even if an employee has only a reasonable suspicion, and negligence law does not require that we protect others against all foreseeable risks of harm, some dangers or harm can be avoided when an employer takes the proper steps and screens employees thoroughly before hiring. The screening process can make all the difference...
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...in this case? The legal issue in this case is the false recommendation of an employee, Joseph Herrera whom had a pattern of inappropriate sexual conduct in the workplace. This false recommendation from a previous employer renounces his sexual misconduct and guarantees his employment with another county agency. The negligent hiring of Joseph Herrera led to another history of sexual mishap between him and a patient. One of the major problems with this situation is called negligent referral; references that are provided but are misleading and incomplete. This creates a problem over possible defamation claims or the desire to get rid of problem employees might prompt some employees to look over negative actions and information. The previous employer provided a positive reference that misrepresented the former employee to the new employer. An employer can be sued for negligence in referring an unfit employee who harms others on the new job; especially in the state of New Mexico. Perhaps; the supervisors of Joseph Herrera were close friends to him, and they were just trying to help him gain employment and get rid of the problem. They pawned him off to another agency and allowed them to deal with his sexual issues. By pawning him off to the new employer and allowing them to deal with his sexual issues was unfair and could have been avoided if they were honest when doing their reference. In fact they created even more liabilities, harm to livelihoods, and to their organization...
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...and Criminal Responsibility (Week 2) Corris Macon LAW 531 Ethical and Criminal Responsibility (Week 2) Employers have a moral responsibility to ensure the safety and well-being of their employees. When it comes to taking corrective or preventative action, and an employee poses a danger to others, any company or organization must do what is necessary in preventing something from happening. First, as the employer, there is what is called duty of responsible care. Not taking preventative action would be considered negligence, Negligence law rests on the premise that members of society normally should behave in ways that avoid the creation of unreasonable risks of harm to others. “Negligence law’s focus on reasonableness of behavior leads to a broad range of applications in everyday personal life (e.g., a person’s negligent driving of a car) and in business and professional contexts (e.g., an employer’s negligent hiring of a certain employee, or an accountant’s, attorney’s, or physician’s negligent performance of professional obligations).”(Business Law, ch 7) It does matter whether an employer has evidence that an employee poses a threat or danger to others. Even if an employee has only a reasonable suspicion, and negligence law does not require that we protect others against all foreseeable risks of harm, some dangers or harm can be avoided when an employer takes the proper steps and screens employees thoroughly before hiring. The screening process can make all the difference...
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... | |Hyun Hwang, Rhett Kikuyama and Danny Zeng | |12/16/2010 | Executive Summary According to a 2009 survey conducted by American Management Association (AMA), the top two reasons employers provided for monitoring their employees were performance evaluation and quality control. Workplace monitoring may sound wrong, but it provides many benefits to an organization and its staff members, such as lower operating costs and high production rates. However, in the process of monitoring employees, employees’ privacy rights are violated mainly through computer monitoring, telephone monitoring and background checks. Productivity is one of the main reasons cited by employers for introducing electronic surveillance and employee testing to the workplace. Employers believe that corporate survival demands continuous improvements in employee productivity. Errors, poor products, and slow service hurt business. Therefore, monitoring and testing to identify and correct these problems are considered to be sound management practices (Wright). However, the following will analyze privacy in the workplace from an ethical point of view using three workable theories: Kantianism, Act Utilitarianism, and Social Contract Theory...
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...In brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and employer needs for background and predictive information. Lecture Outline I. The Selection Process A. Why the Careful Selection is Important 1. Performance 2. Costs 3. Legal Implications and Negligent Hiring II. Basic Testing Concepts A. Validity 1. Criterion Validity 2. Content Validity B. Reliability 1. Retest Estimate 2. Equivalent Form Estimate 3. Internal Consistency C. Sources of Unreliability 1. Poor Sampling of the Material 2. Chance Response Tendencies 3. Testing Conditions 4. Changes in the Person D. How to Validate a Test 1. Analyze the Job 2. Choose your Tests 3. Administer the Test a. concurrent validation b. predictive validation 4. Relate Test Scores and Criteria Figure 5-3 on page 178 shows a sample expectancy chart. 5. Cross-validation and Revalidation E. Testing Guidelines 1. Use Tests as Supplements 2. Validate the Tests 3. Analyze...
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...Randstad: Recruitment and the Selection Process Randstad: Recruitment and the Selection Process Randstad Holding is a global provider of HR services and the second-largest staffing organization in the world. Randstad was founded in Amsterdam over 50 years ago in 1960 by Frits Goldschmeding. The company represents more than 90 percent of the global HR services market. In July of 2008, Randstad acquired the human resources company Vedior. The acquisition of Vedior has made Randstad the second largest human resource services provider in the world. The company mission is “to be a world leader in matching demand for and supply of labor and human resource services.” [ (Randstad US, 2012) ] The Randstad Group holds top positions in multiple key markets such as Argentina, Belgium & Luxembourg, Canada, Chile, France, Germany, Greece, India, Mexico, the Netherlands, Poland, Portugal, Spain, Switzerland and the United Kingdom. They also hold major positions in Australia and the United States. Randstad Holding has 28,700 corporate employees working from 4,711 different branches, and is employing over 576,000 people every day. Randstad Holding nv is headquartered in Diemen, the Netherlands, The Randstad Holding organization is a $22.5 billion, global Fortune 500 Company, with operations in 40 different countries providing professional employment solutions and services. Some of the solutions provided include: temporary staff, temporary to hire, direct hire and outsourced...
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...Families (hereinafter “FFF”) are that work email is strictly to be used for work purposes and not for personal use. The policy is covered in our Employee Handbook, and states that the rationale for the policy is that we should only be working during work time, and that if we were to use work email for private use, it could expose the company to internet threats that would otherwise be easily avoidable. For instance, if we were to use email for private use and were to open an attachment that contained a virus, we could potentially jeopardize the entire system’s network. During our break periods and lunch we are allowed to use private email accounts, but we are likewise instructed not to open any attachments on our work computers in order to avoid the same threat that would be posed by using our private email accounts for such purposes. Like our email policy, the internet is supposed to only be used for work purposes as well, however, since work purposes aren’t strictly defined there is definitely more leeway in how we can use the internet, since we could be looking at an article in an online magazine or newspaper that’s work related. We are still forbidden from using any networking sites, like facebook and myspace, since we would be using the internet for non-work purposes. Fortunately, however, like the email policy, we are also allowed to use the internet for personal use during break and lunch periods, but we are strictly forbidden from accessing any obscene or offensive material...
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