In US, EEO laws and court decisions require nondiscriminatory selection procedures for protected groups. Lawyers call hiring workers with such backgrounds, without proper safeguards, negligent hiring. But it is that type of requirements that has been the focus of many negligent hiring suits. Carefully scrutinizing all information supplied by the applicant on his or her employment application.
For example, look for unexplained gaps in employment. Getting the applicants written authorization for reference checks, and carefully checking references.
Saving all records and information you obtain about the applicant. Rejecting applicants who make false statements of materials facts or who have conviction records for offenses directly and important to the job in question.
Taking immediate disciplinary action if problems arise. These reference checks help the interviewer understand the conduct, the attitude, and the behavior of the candidate as an individual and also as a professional. This examination helps the organization in choosing the right candidates who are physically and mentally fit.
A selection process with the above steps will help any organization in choosing and selecting the right candidates for the right job. What is Selection? Previous Page. Next Page. Previous Page Print Page. Save Close. Dashboard Logout. Recruitment is defined as the process of identifying and making the potential candidates to apply for the jobs.
Recruitment is called as a positive process with its approach of attracting as many candidates as possible for the vacant jobs. Your selected workforce should be adaptable so that they can take on new roles and learn new technologies if necessary. Otherwise, your company may not keep up with competitors and can see bad effects on its bottom line and reputation as a result.
Regardless of which position you need to fill, hiring a new employee can cost your company thousands of dollars when you consider costs for recruiting, employee relocation, referral bonuses, advertising agency fees and travel expenses. If you rush the selection process, avoid taking advantage of skills testing and reference checks or simply make a mistake, you risk hiring someone unfit for the job and having to restart the expensive recruitment and selection process.
In the meantime, your unfit hire can cost you more money in terms of poor customer service, quality and productivity. Therefore, thoroughly researching job needs, carefully interviewing candidates and understanding the importance of a selection test are essential to saving you money and helping you make the right hiring choice.
Also know that ineffective employee selection can have costly legal implications if you discriminate or hire unqualified candidates. For example, if you ask questions during interviews that seem discriminatory or reject a candidate simply due to a protected characteristic such as religion or physical disability, you can end up paying fines and getting a negative reputation that can cause you to lose customers. At the same time, if you hire someone with a fake credential, you might face a lawsuit if he causes harm.
If you hire the right people, your existing employees can benefit from productive and positive new colleagues who make the workplace a more enjoyable place.
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