Perform background check on potential employees

Reference no: EM132116169

1. When selecting external job applicants, HR departments often perform a background check on potential employees. They also ask for recommendation letters and a list of 3 references. How effective you do believe those (recommendation letters, background check, and checking references) are in selecting the best possible employees?

The external recruitment process has several different phases with the first being strategic planning. Then the message formulated is communicated to the following applicants. Finally, the organization will implement its chosen strategy based on careful consideration of all factors (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 207). This is where the selection process takes off and certain criteria is viewed. I think background checks are effective and necessary. Our text tells us that backgrounds about job applicants can also come from people familiar with the applicant for example employers, creditors, and neighbors (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 390).

2. Are recommendation letters objective? Why or why not?

Letters of recommendation have several issues making them objective. Our text gives us several examples that show how these letters can become objective. For example, these letters make it hard to discern the more qualified because all are positive and can focus on different aspects. Also, a study found many applicants write their own letters of recommendation (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 391)

3. What types of questions should HR be asking when calling a reference?

As a human resource employee there are several questions that are typically asked. The most common include criminal checks, employment eligibility, former employers, dates of previous employment, and former job titles (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 391-392). These questions are important and critical to the hiring process and that the same information be asked about all applicants. This will help with objectivity during this process.

Chelsea Bakels

Resource

Heneman, H., III, Judge, T., & Kammeyer-Mueller, J. (2015). Staffing Organizations (8th ed.). New York, NY: McGraw-Hill.

Reference no: EM132116169

Questions Cloud

Define aggregate planning in the context of medium : Define aggregate planning in the context of medium term capacity planning. Apply various aggregate planning and scheduling tools and technique.

Violate any ethical standards in bidding on project : Did Jason violate any ethical standards in bidding on the project? What could he have done differently when he learned that Phil would be bidding on project.

Which variables would be most important for segmenting : Discuss which variables would be most important for segmenting (a) candidates for cataract surgery and (b) possible enrollees in a culinary school.

Define ethical relativism and moral universalism : Identify the one non-ethical issue in the case scenario. Define ethical relativism and moral universalism.

Perform background check on potential employees : When selecting external job applicants, HR departments often perform a background check on potential employees.

Rewards have been shown to retain employees in healthcare : What types of rewards have been shown to retain employees in healthcare?

Probably be considered unforeseen difficulty : The concept of Consideration is important because it. Which one of the following would probably be considered an "unforeseen difficulty"?

Draw a complete eerd : Draw a complete EERD. There are different type of employees including Accountants, Mechanics, and Pilots.

Casinos have no windows or clocks : Typically, casinos have no windows or clocks. They tend to offer gamblers either free, or very low priced, meals and drinks. As a consequence, gamblers

User Account

All Pages