Best Hiring Methods

Introduction

Resume and various background inspections of a potential employee is not a waste of time or energy but a strategy to safeguard the firm’s resources. The critical analysis assists in weeding out possible fraudsters and unqualified persons. Deceiving candidates can either format their resumes to indicate high credentials or provide functional resumes to cover up or underplay the negative and unusual circumstances. The presented documents are therefore not enough for determining qualifications of a candidate.

Due to the current harsh economical situation and high unemployment rates, potential employees are today customizing their resumes to indicate that their credentials are a perfect fit for the specified jobs. Targeting resumes causes people to structure resumes that cover details in order to ensure perfect qualification or fit.

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Background of the Problem

There are considerable amount of pressure on matters of recruitment. There have been great changes on the subject pertaining hiring methods, for instance legislation of laws relevant to protection of privacy and formality that criminalize negligence or abuse of employee’s rights.

Nevertheless, today most employees have centrally strengthened their position against fraudulent employees. With this kind of confrontation over employment procedures, hiring matters continues to be of great controversy especially due to the obvious link towards outcomes. The problems associated with employee’s hiring methods concerns its legal procedures and effects caused by lack of scrutiny, especially much later in their subsistence.

Thesis statement

As a legal practice pertinent to the law, what are the benefits of employees screening before employment? This paper is an analysis of the basic procedures of employees’ appointment process, as well as its implication over the firm’s growth. The research is an analysis of dominant hiring procedures common among various employees. The study also forms an analysis of effects of poor recruitment procedures.

Objective/significance of the study

The main objective of the paper focuses on job appointment procedures, with a close analysis of the developmental problems associated with the process. Another significance of the study focuses on various intervention approaches and procedures to avoid major economical impacts to the firm. The paper also forms an analysis over other probable choices in the subject matter. Lastly, the research takes a conclusion concerning the issue based on the findings.

The procedure of the study

The literature reviews and external consultations will enable better understanding of the topic. Preparation of the research over the chosen topic will enhance and quantify the research as a study topic and prepare for responses. Collected information tabulates and ranks the findings to broad areas and helps to narrow the scope to the objectives of the study analysis. The analysis then draws the conclusion from generally analyzed data of the review.

Purpose of the study

The main purpose of this study is to evaluate the right and common procedures of hiring. The document also offer suggestions from research on ways of considering various processes and predicament, in the aim of eliminating economical losses associated with wrong hiring.

Background checks

The background checks are very important during hiring since they enable the employer to safeguard the organization, firm, members of staffs and the potential employee under interview. Any employees should avoid making poor hiring decisions by rushing to engage someone. In most business settings, one appalling hire can be the main source of failure, especially when the candidate is to hold a high-level position in the firm.

In line with the United Stated Chamber of Commerce (Towers and Terry, 2004), more that 30% of failures in small and medium sized firms fail due to poor hiring practices. The poor hiring is mainly attributable to lack of proper background checks. Due to the current competitive markets in the job industries, lack of proper mitigation practices causes high probabilities of hiring dangerous and objectionable employees.

The background checks involve the resume scrutiny. The economically challenging times requires an employer or HR department that is able to analyze the credentials of a prospective candidate since fraud cases are rampant. Most job seekers are desperate because they start their search when in frantic need. The resumes are thus full of fictions stellar facts that require critical analysis.

Reference checks

Reference checks entail background research of prospective candidates either through online, interviews or through social networking. The procedure of finding further information of the potential candidate beside what the employee provides in the curriculum vitae is significant and not unethical or discriminatory, as critics would argue.

The potential candidates only offer the employment dates, salary history and job categories; therefore, a lot of information remains tentative. This makes the procedure of reference checking tiresome and lengthy.

Arguably, sometimes it is important for employers or the HR team to move beyond the official setting and check background information of the potential employees provided in social media sites. Resumes often dupe employers into engaging, training and integrating wrong candidates into their firms only to discover that the presented credentials were fraudulent. Thorough analysis is time consuming, but the procedure safe guards the huge amount of resources invested for recruitment and hiring procedures.

Reference checks should also include critical review of presented backups such as cover letters and job applications. According to Levitt and Dubner (2009), over 50% of job applicants lie about their credentials through exaggerations or embellishments and it is easy to detect mismatches from analysis of all the presented materials.

Educational history checks

Performing educational checks is also important due to the increased forgery cases of the academic certifications such as fake degrees. There are bogus job references as well as evident high volumes of ill-equipped applications. The HR management has to find the right person from huge volumes of unqualified applicants, thus need to invest time and energy to ensure academic background accuracy. Direct interview also assist in detecting suspicious responses, contradictions on issues regarding academic performances and achievement.

Checking on every fact on the academic certificates such as exact dates of undertaking or completion of study, the majors, the trainers or supervisors’ details requires verification from the institutions, in relation to what the candidate provides.

Employment history checks

The employer must be in a position to determine truthfulness over issues regarding job titles, salary histories, reason why the candidate left previous jobs and job performance history, compensations, previous remuneration offers and any other assisting financial information. This procedure requires one to verify what the candidate provides by consulting the previous employees.

Consulting the former employers

Former employers can provide vital information and free employment screening of a candidate. They are able give information that will never be in any of the presented documents such as, performance efforts and employment histories. The best procedure is to either visit or call and seek answers to specific questions for instance achievement history in the firm.

Direct questioning assists in getting a clear picture. The employer must consult previous employees and inquire how the candidate was able to achieve the stated success, improvements, teamwork, marketing goals, official and unofficial contributions. Any negative information from previous employers ought to reveal the reality from stated oblivious facts in the resume.

References

Levitt, S. & Dubner, S. (2009). Freakonomics: A Rogue Economist Explores the Hidden Side of Everything. New York, NY: Harper Perennial.

Towers, B. & Terry, M. (2004). European Industrial Relations: Annual Review 2001/2002. Massachusetts, MA: Blackwell Publishing.

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