Home » Selecting and Placing Human Resources

Category Archive for: Selecting and Placing Human Resources

State of u.s. Unions

State of u.s. Unions  The union movement in the United States has been characterized by approaches different from those used in some other countries. In the United States the key emphases have been. • Focus on economic issues. Unions typically have focused on improving the bread and butter issues for their members-wages, benefits, job security and working conditions. In…

Read More →

Medical Examinations and Inquiries

Medical Examinations and Inquiries Medical information on applicants may be used to determine the individual’s physical and mental capability for performing jobs. Physical standards for jobs should be realistic, justifiable, and geared to the job requirements. Workers with . disabilities can perform satisfactorily in many jobs. However, in many places, they are rejected because of their disabilities, rather than…

Read More →

Giving References on Former Employees

Giving References on Former Employees  In a number of court cases, individuals sued their former employers for slander, libel, or defamation of character as a result of what the employers said to other potential employers that prevented the individuals from obtaining jobs. Because of such problems, lawyers· advise organizations who are asked about former employees to give out only name,…

Read More →

Legal Constraints on Background Investigations

Legal Constraints on Background Investigations  Various federal and state laws protect the rights of individuals whose backgrounds may be investigated during pre-empire~nt screening. An employer’s most important action when conducting background investigations is to obtain signed releases by applicants sivins the employers permission to conduct background investigations States vary in what they allow employers to investigate .In some states, employers…

Read More →

Reference Checking Methods

Reference Checking Methods  Several methods of obtaining Terence information lure available to an employer, with telephoning a reference the most commonly, used method. To conduct a telephone reference check many experts recommend using a form, Typically, such forma focus on factual verification of Information given by the applicant, such II employment data, salary history, type of job responsibilities, and attendance…

Read More →

Falsification of Background Information

Falsification of Background Information  The vale of background invention tortilla 11 evident when Pupil~Mt 8 who repellent their Quaalude and background. are reveille. Accord, to various. employers, estimate. Ate that About one-third of all application. Me! resume. contain factotum statemented or Counterrevolutionary. The molt common false information liven is length of prior employment, plat salary, criminal record, Barnstormer job title.…

Read More →

Background Investigation

Background Investigation  Background investigation may take place either before or after the in-depth interview. It Coll the organization some time and money but it generally proves beneficial when making selection decision. Background reference can be obtained from several sources. Some information tends to be useful and relevant, depending, on the jobs for which applicant. are being considered. Show the…

Read More →

Reliability and Validity of Interviews

Reliability and Validity of Interviews  Virtually all employers use interviews as part of the employment process. Therefore, interviews must be reliable, exhibiting a consistency in the ability of . interviewers to pick the same capabilities again and again in applicants. Some interviewers may be better than others at selecting .Ideals who will perform well. A nab terminate re Liability…

Read More →

Job Interview Tales

Job Interview Tales  Some amusing, unbelievable, and even inappropriate actions by both interviewers and applicants occur during job interviews.The following examples of poor interviewing behaviors and responses are not recommended for future use Interviewers; Surveys and reports of constituents found that some interviewers act in strange or inappropriate ways. • Interviewers asked the following questions: How many girlfriends do  you have? What method of birth control do…

Read More →

Problems in the Interview

Problems in the Interview Operating managers and supervisors most often use poor interviewing techniques because they do not interview often or lack training. Some common problems encountered in the interview are highlighted next. Snap Judgments Unfortunately, many interviewers make a decision on the job suitability of applicants within the first two to four minutes of the interview and spend…

Read More →

Back to Top