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Screening Background Checks

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To fill in blanks background checks cannot cover, other selection procedures can be used to screen out potential bad actors such as interviews, utilizing references, physical and cognitive ability tests, personality inventories, work samples, and honesty and drug tests (Noe, Hollenbeck, Gerhart, & Wright, 2014). The easiest of these and the most conventional include the interview, as others depend on well written and administered tests, verifying information and long periods of time, interviews and the process associated with conducting them probably provides the most utility for an organization when done correctly.
However, as mentioned in the text, interviews are open to low validity, are costly and can be unrealizable overall. In order …show more content…

Likewise, implications in using alternative means of selection are that the means the company is using at a current point in time are not adequate. Firstly, as the article states, background checks are not accurate or enough to fully determine a potential employee’s true capability and character. Secondly, other, more personal and specialized means should be used as they are most likely more accurate and better administered by more qualified people (HR). In turn, the ways to screen out “bad actors” above, are axillary approaches, but are more likely more in depth and telling of a potential …show more content…

Because of this, people can leave traces of their personality everywhere and for others, even recruiters to see. These samples of one’s personality become digital representations or digital reputations (Chamorro-Premuzic, 2012). Basically, the popularity of the web makes it easy for recruiters or companies hiring to find would-be employees, and it makes hiring less bias, as talent can be directly identified and easily found without going through established channels. In other words, businesses don’t have to go through friends of friends and stay in a small circle anymore, than can reach out to anyone qualified at any time and get an instant response. The efficiency of this, seeing someone’s personality and creating a dossier based on their online presence is fast and maybe a better predictor of true behaviors (Chamorro-Premuzic, 2012) and at least partially removes the need for background checks. These methods however, can seem intrusive for a

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To technology, humans are just a collection of data. No interpersonal communication has to take place for an employer to determine their strongest candidate. Based on the personal data collected from everyday activities, evaluations become instantaneous. Don Peck, in his essay “They’re Watching You At Work: The Job Interview,” claims that the use of personal data driven algorithms will be used by employers

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Edmond states,“ Depending on the position, knowing everything I possibly can about an applicant is critical to not only making the best hire, but to protecting the interests of my current employees, customers, and partners as well as the financial interests of the company.” (134). If on the applicant’s credit check, showed that they are irresponsible with their own money how can a potential employer trust large amounts of money to them? With Facebook checks, if a person is found to upload a lot of potential private things of the individual how can they be trusted when working on sensitive

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Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Luis Navarro, Jr. Southern New Hampshire University Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Arthur, W., Woehr, D. J., & Graziano, W. G. (2001). Personality testing in employment settings: Problems and issues in the application of typical selection practices. Personnel Review, 30(6), 657-676. The authors explain, within in this article, the issues of multi-dimensional issues of personality, linear selection model(s), effects of self-selection, biases’ with social desirability, impressionism, and among other complexes (e.g., top-down selection, legal implications).

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Recruitment Many make the mistake in believing that there is no protection for those whom being recruited by a company. During the recruitment process, employers are not to discriminate in

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Opting out may be harder than expected, even though no one forces you to participate on the “web”, the chances of you “missing something” are large, or so this is what many fell with anxiety due to the level of investment into this space. The truth is there won’t be much missed, about yourself, if you decide to deactivate your social media persona. You will be forced to engage with those you love in a more tangible way, and you will find that your “followers” are more genuine in real time, and your filter for whom you spend time to contact is more specific and provides a more efficient emotional way of connecting. The generations of the future may come to find that tapping into the lives of their 1,000 friends and followers on a digital platter, via brief gestures, “likes” and comments, is much less meaningful, but vast, than networking in real time. They will find that technology can help them find ties in the real world, but the real word dimension is where things must take place, in order to take hold and “solidify”.

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The Bill of Rights is something the American people hold close to them, especially their right to bear arms. Recently there has been a lot of debate over implementing gun regulations without infringing on the rights of the people. While a position of this is expressed in Wayne LaPierre’s “Universal Background Checks Mean Gun Registration, Gun Bans and Confiscation”, Jeffrey Toobin’s “So You Think You Know the Second Amendment” provides a more valid position evaluating the issue of gun control. Universal background checks are a big discussion lately in our country’s current climate.

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In our organization we need to implement a screening and hiring process for new hires that will weed out those that will not live up to the standard set by the company. In addition, we should provide our existing employees with a personality test that could help us to begin this process so that we could look for key characteristics that will provide us with a standard for new hires to

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Police as a governmental agency are rigorously inspected at every turn of their daily routine more so than most any other kind of job that requires a screening before you start this is due to the fact that a bad cop is bad for all involved. After the first screening is a probationary period where if you are deemed unfit for duty by the chief of your station you are done no questions asked no recompose for you that is it you are out. If you make it out of the probationary stage you are a full-fledged officer and it becomes considerably harder for you to be fired. This screening process is for the benefit of all people involved, police are professionals this fact is undisputable, where things become less so is in the individuals who serve in the law enforcement divisions not departments as a whole not all cops are cruel.

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To see what kind of person they are hiring for their company and business and to discover what is their background and information that supports a qualifications for the job. That it is a good idea to check social networking and background check you can always find out more about the person you are hiring negative or positive things about them to hire them or not .Having social networking and social media investigated has paid off for a number of job seekers hiring managers found content on a social networking site that caused them to hire them or not. Employers and colleges should check social media but not look too deep into

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It describes how it helps the company in selecting the candidate and giving the example of National City Corporation, it has shown how this company became able to rank it as one of the top 100 employers by the Black Collegian magazine and how it grew as nation 's largest financial holding companies. Although the virtual selection method has some cons it has lots of advantages. The thing which is required is the proper identification of the job that requires the virtual assessment process and the job that doesn 't fit with the virtual assessment process for the selection of the candidate. If this can be addressed properly then the virtual selection process can prove as one of the best tool for selecting the best

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Selection methods deal with the candidate’s applications and resumes, interviews, reference checks, background checks, cognitive ability tests, performance tests, and integrity tests (Bateman & Snell, 2013, pp. 185-187). Throughout the selection process on the video, there were two applicants that were interviewed: Jacqueline and Sonya. The three key components that Robert was looking for was business experience, education, and personality qualities.

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The alleged rape cases by staffers in high-profile schools in a metro city like Bangalore has revealed the ‘real’ importance given to the background checks done in the education industry. Do all educational institutions run background checks on their employees? The answer would be a big “NO”. Individuals who work closely with children, whether it is a teacher or a volunteer, a coach or a cafeteria staff, maintenance worker or janitor, all should be subjected to background screening before their interaction with the students begin, as they are dealing with the future generations. All who work in the education sector must be appropriately screened, to ensure that they don’t pose any internal threat and that they have the required skills to fulfill

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Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.

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Searching social media can give an insight to people’s personalities. People should be more careful on the internet because social media can be used for employee background checks, collage background checks, and violations of personal privacy. In recent years hiring managers have also begun checking out the personal social media pages of candidates under consideration for a position, a practice known as "social media background checks," ( Employees Should Accept ).

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