Historical Past Checking Research Paper

Human resources plays a great part in the functioning of the company and could impact the success

Small businesses are like a family, they can work well together in harmony, or they can be dysfunctional. In larger companies, the Human Resources Department deals with the internal politics as well as locating a candidate that makes a good fit in the organization, but when it comes to small business, its personalities and skill. In small businesses, team member’s

Employment history verification assures employers of having all the experience and qualifications listed on the candidates resume.

Finally, a prospective that hasn’t been touched on is that of the applicants. A study presented at the 27th Annual Society for Industrial and Organizational Psychology Conference in April 2012 shows that employers that use online screening practices may be “unattractive or reduce their attractiveness to job applicants and current employees alike.” The study involved 175 students who applied for a fictitious job they believed to be real and were later informed they were screened. Applicants were “less willing to take a job offer after being screened, perceiving the action to reflect on the organization’s fairness and treatment of employees based on

According to Advance Staffing Solutions, “to be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance. However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. Therefore, the purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal” (2011, para. 1).

Background checks are a useful tool for employers to determine the fit of a candidate to the organization. They pull up any issues or discrepancies that may not have been provided by the candidate during the interview. It is very important that during the interview, the candidate is advised that there will be a background and reference check conducted so that they cannot say they did not know. After the background check has come back, the interviewer needs to decide whether or not to hire the candidate.

Moreover, once a candidate submits their application, an assigned background investigator will spend 80 hours in investigating about the candidate from top to bottom based on who, what where, when, how, and why. The process for a background investigation is extremely long and takes several months to complete. Anything that the investigator finds incorrect with the candidate or strange will noted as a “red flag” and will be further investigated. Additionally to “red flag” some of the common problems that investigator finds out are things that the candidate participated in that they didn’t put on the application. Typically the candidate will continue to act as if nothing happened to fake their way through the hiring process. Another common problem is that candidates will say things such as “oh…I forgot about it” for their answers when an investigator asks them about a gap in between their employment. Making up excuses and saying that “oh… I forgot about it” will most likely cause the applicant to be turned down. Likewise, during the 80 hours of investigation, the background investigator will be making contact with anyone who is related or has some sort of a relationship to the applicant such as roommate, landlords, friends and etc. One important tool that investigator use to find out the personality/behavior of the applicant is their social media profiles. Social media a tool that is able to provide tons of information whether or not the

No matter what the size of a business, it is important to have a Human Resource Management (HRM) plan in place. According to Dessler (2013), small companies employ over half the population working in the United States and many individuals graduating over the next several years will either work for a small business or become an entrepreneur. Many small businesses do not have a dedicated human resource manager, so it is imperative that the business owner has a set of “practices and policies to carry out the personnel aspects” of the organization (Dessler, 2013, p. 2). In this paper, I will look at five areas of HRM necessary for a small business owner to have established policies, in order for the business to succeed and grow, “a company’s human capital is defined as the collective productive capacity of its employees” (Endres, Chowdhury, Camp & Shulze, 2013, p. 64). HRM is the process and function of effectively and fairly managing that human capital. The areas of HRM to be discussed are: recruiting, hiring, training, talent management and compensation, which all have an impact on the bottom and line play a key role in the overall strategy of the business.

To discover candidates with the essential qualities, divisions utilize an assortment of strategies, most quite foundation examinations and situation based inquiries. Recruiters believe they can teach an applicant the mechanics of the employment in the event that they had the right qualities. This makes challenges for the contracting procedure in light of the fact that these attributes are not effectively due to traits that are not obvious in traditional testing systems. (Hilal, 2015)

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

Selection is a key responsibility for all manager and supervisors involved, rather directly or indirectly, in the hiring process of an organization. Selecting and hiring the wrong candidate can become costly to an organization. Therefore, the selection process should be handled with tedious care and precision to ensure to hire the employees right for the job. Potential candidates should be hired based on their skills, and knowledge relevant to the job. For instance, to ensure suitable hiring for vacant positions, the job description should meticulously be designed to properly reveal the skills necessary and required to perform the job specifically. Using a data-driven selection or hiring approach helps in increasing or enhancing the suitability of the hiring decisions made in companies or organizations. When the selection is based on the data obtained, it ensures that the success rate will be high because the potential candidate has been selected based on precise data, resulting in the likelihood of high performance. However, following a data-driven approach a company’s focus is on the required and mandatory skills and competencies required to perform a particular job.

The modern businesses entities operate in an environment that is highly competitive and dynamic. In this respect, organizations are always on the alert looking to attract the most suitable and capable personnel. Despite the fact that job seekers could have exceptional academic qualifications; employers put employees through vigorous and thorough assessments so as to assess the suitability, credibility, and the skills of the individuals. No organization wants to be left behind in terms of high and superb levels of efficiency. In an attempt to verify and ensure that an organization has the most proficient employees; employers apply a series of tests to the employees (Ployhart,

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

At the end of 2012 the National Unemployment Rate was 7.8% (“Labor Force Statistics from the Current Population Survey”) and employers were struck with the daunting task of filling 3.6 million job openings (Smith.) In an article for Forbes on the subject of the daunting prospect of the job search, Jacquelyn Smith shares this startling fact: “The average number of people who apply for any given job: 118.” With the downturn in the economy in recent years, candidates for any given job can include inexperienced job seekers, seasoned competitive candidates, and even those who are looking to start their second or third career. The job market is flooded. Employers are overwhelmed by the sheer number of applicants, sometimes willing to compromise