Paper 1

In health and social care the recruitment and selection process is that, initial employment is conditional upon the provision of a satisfactory criminal records certificate of a level appropriate to the post as per the legislation requirements. All staff are required to consent to subsequent criminal records checks from time to

Teenage Son has borrowed parent’s car one evening. First, he dropped by his girlfriend's house to pick her up but once there met with considerable resistance from her parents. Her father stood menacingly in front of the car as your son started the engine, and your son, not one to be intimidated, yelled out the window that he would run over her father if he did not get out of the way. The father, who doggedly stood his ground until the last possible moment, barely escaped injury when he finally jumped aside.

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

The practice of not hiring those with criminal records has become widespread and almost the norm in today’s economic times. “Many employers use outside companies that specialize in background checks—a fast-growing industry—to help screen out applicants with criminal records. A 2009 investigation by the state of New York found that RadioShack, working with the background check firm ChoicePoint, created a system that asked applicants "Have you been convicted of a felony in the past 7 years?" and

This process can be viewed as a double edged sword as the applicant if given the opportunity to explain his plight, may be able to convince the employer that they are the person for the job in spite of the past record. Or, the delay in the disclosure may cost the employer in time and resources upon disclosure to seek other applicants if the applicant is disqualified for the charges. As Doleac and Hansen state regarding the inability of employers to determine up front if the applicant has a criminal history, the employer defaults to statistics which “eliminate groups that they think, on average, are more likely to have a recent conviction” (How Ban The Box Backfires,

When filling out your application the part where it ask “Have you ever been convicted of, or plead guilty to, a felony or a misdemeanor”, be HONEST. If you have something on your background report, say Yes and give a brief description of what it may be. If you say NO and the background report comes back with flags (that could have been excused) you are automatically NOT considered for hiring because you were dishonest.

One thing that is important is to check that past employers were given a two weeks notice. Another thing that is important is to ask if the company would hire him or her again. This will set up a dependability model for the applicant. The criminal background check is also important because if the person is trying to hide convictions then they most likely be moving states and it is important to have a list of all states that person has lived. Credit checks are also a good way of checking someones background although the company must not single out a candidate and only check their credit score. According to Brody (2015) there are flaws with background checks and also limitations. A better approach is to implement "integrety" test which measure the potential employees honesty and integrety while also being able to moniter fraudulent answers(Brody,Perri,Van Buren,2015). There is no most important thing when conducting a background check because each person's situation is completely different. For instance one applicant may have tremendous job aps while the other applicant has an unusual amount of early exits from jobs. Many times a prospective employee will also not volunteer information such as a current issue where they are being prosecuted for a crime. If the applicant is yet to be convicted then it would be discrimination if you took employment action based solely on allegations. However, many times there will be a lot of flags for an employer to see and further information can be gathered based on these flags. A reference check can be very beneficial especially if the employer volunteers information. As an employer you are limited on the types of questions you can ask,

Yes, hiring someone with a criminal background is a great danger to the patient and healthcare organization. There will be always a doubt on the service provided by the criminal background employee. Every employer is responsible for their own hiring and firing decision but in Health care field, organization cannot hire the individual who are currently on the Employee Disqualification List (EDL) maintained by the Department of Health and Senior Services (Health Service, nd ).

A criminal record is not considered to be an obstacle in all cases but on average it reduces employment opportunities considerably (Pettit & Western, 2001). Employers are hesitant to offer employment to persons with a criminal conviction

As a Human Resource manager, there are several important factors that have to be considered in the hiring process. Not conducting a background check is detrimental to the company’s success and safety. Not all companies require background checks but they should, to be on the safe side. Just in case something was to happen, they would at least know who was working for them and what they were capable of doing. Background checks are part of the selection process (Bethel University, 2011, p.133). Background checks not only validate if there has been any past criminal activity, it also validates that the information on an application is correct and can be verified. Making sure that the applicant has not given any false information is another important

All potential candidates will go through at least two interviews; a culture fit interview with the HR department and a technical fit interview with the hiring manager and possibly members of the team they would be working with. Even if someone makes it through the technical interview with flying colors, if there are red flags during the culture fit interview the candidate would not be hired. The

as the only way to access whether a person is suitable for the job is

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

For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.