Deck 5 Flashcards
Work samples and simulations (measuring work performance directly)
-work samples
-management assessment centers
-video based situational testing
-miniature job training and evaluation
miniature
very small, much smaller than usual
other selection methods
-reference checks
-background employment checks
-criminal records
-driving records
-credit checks
why investigations and checks
to verify factual information provided by applicants to uncover damaging information
background investigations and reference checks – sources of info
-former employers
-current supervisors
-commercial credit rating
-companies
-written references
-social networking sites
limitation Background investigations and reference checks
legal issues: defamation
legal issues: privacy
Supervisor: reluctance
Employer guidelines
making background checks more useful
- include on the application form a statement for applicants to sign explicitly authorizing a background check
- use telephone reference if possible
3.be persistent in obtaining info - compare the submitted resume to the applicant
- ask open ended questions to elicit more info
- use references provided by the candidate as a source for other references
elicit
to get info or a reaction from somebody, often with difficulty
using preemployment info services
- disclosure to and authorization by applicant/employee
- employer certification to reporting agency
- providing copies of reports to applicant/employee
- notice of adverse action to applicant/employee
The polygraph and honesty testing
generally prohibits polygraph examinations by all private employers unless:
-the employer has suffered an economic loss or injury
-the employee in question had access to the property
-there’s a reasonable prior suspicion
-the employee is told the details of the investigation, as well as questions to be asked on the polygraph test itself
polygraph
lie detector
honesty testing programs
antitheft screening procedure:
-ask blunt questions
-listen
-do a credit check
-check all employment and personal references
-use paper and pencil honesty tests and psychological tests
-test for drugs
-establish a search and seizure policy and conduct searches
Physical Examinations
reasons:
-preemployment medical examinations
-to verify that the applicant meets the physical requirements of the positions
-to discover any medical limitations to be taken into account in placing the applicant
-to establish a record and baseline of the applicant’s health for future insurance or compensation claims
-reduce absenteeism and accidents
-to detect communicable diseases that may be unknown to the applicant
absenteeis
the fact of being frequently away from work or school, especially without good reasons compare presenteeism
Substance abuse screening
-before formal hiring
-after a work accident
-presence of obvious behavioral symptoms
-random or periodic basis
-transfer of promotion to new position
-urinalysis
-hair follicle
