subject: Job Placement [print this page] Part of the job hiring process is to evaluate your candidacy for the required job placement. The high level of competition for the jobs that are currently available in present day markets around the world has caused unbearable pressure upon job seekers. As many as 30% of them lie on their resumes. Hiring candidates who have given misleading or false information about their abilities, skills, and experience is a traumatic, inconvenient, and traumatic experience for an employer.
It is a common practice in the hiring process to do inadequate or incomplete background checks. In an effort to get the positions filled as soon as possible and save time, many employers fast track the hiring process. However, it should be remembered that background cross checks can prevent headaches down the road, especially for Human Relations managers. For those lower ranking positions, a simple identity check will usually provide sufficient information to prevent bad placements. When performing a background check it is usually best to align the investigative process to the positions responsibilities and needs. For instance, if the position requires that the candidate to have access to the companys financial resources, the employer should conduct a background check of candidates financial history. In addition, there are some positions that require specific training, and the failure to acknowledge this fact can result in some problems with legislation and often fines. The goal of the process is to determ
ine if the candidate has a history that is related to the functions they will need in order to perform the position at the company.
The process of interviewing a candidate is one good way to match the best talent with the required position, and it is used by nearly all companies around the world. An interview that is structured will reflect the companys requirements as well as the positions requirements which usually be of additional value to the employer. An interview is also important for the establishment of good communications between the employee and the employer. Since a candidate interview is an expensive process, it needs to be done as efficiently as possible and therefore employers need to be sure that the framework of the interview is well designed.
The use of pre employment testing is a good way to screen a candidate. An aptitude test can provide useful information with regard to a candidates intellectual ability, practical skills, and personality traits. Certain tests can prevent a bad situation because the employer would know ahead of time about any the personality traits of the applicant before the placement.
by: Alex W1
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