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Application forms ,training and experience evaluation ,and reference checks
心碩一 98335013 黃士玶
Methods of Collecting Reference Data
Letters of recommendation Specific,simply,not comparative data for high-skill or professional jobs Provide greater depth of information Leniency bias Predictive validity:more structured ,rigorous
evaluation apporach Longer letter is more indicative of positive
attitude than a short letter
Disadvantage: Writers have the difficult task of organizing the letter
and deciding what to include in the letter Letter quality will depend on the effort expended by
the writers and their ability to express their thoughts Writer tend to be quite positive in their evaluation
and often lack specificity and accuracy in letter writing
The same job-relevant information will not be obtain on each applicant,which makes it hard to compare candidates
Information relevant to areas or issues important to the hiring organization may be omitted in the letter
The scoring of the letter is subjective and based on the reader’s interpretation
In-person checks Face to face personal contact with a reference
giver More useful information exchange These contacts are part of background
investigation and concern jobs in which an incumbent is a potential security or financial risk
Expensive,time-consuming,impractial
Sources of Reference Data
Sources of Reference Data For these data are useful ,the reference giver
must meet four conditions They must have had a chance to observe the
candidate in relevant situations They must have knowledge of the candidate They must be competent to make the evaluations
requested and be able to express themselves so their comments are understood as intended
They must want to give frank and honest assessment
Former employers
An important source for verifying previous employment records and for evaluation an applicant’s previous work habits and performance
Information from previous supervisor is particularly valuable
Personal reference Provide includes information relevant to prior
employment opportunities ,as well as detailed description of the candidate’s qualities and behavior characteristics
Investigative agencies Obtain more detailed information than other
source Be helpful for making hiring decision and for
building a defense against a claim of negligent hiring
expensive(several hundred dollars) and require more time for obtaining results
Two basic types reports Consumer reports:any written or oral
communication collected by agency concerning an individual’s credit standing ,character, general reputation ,or personal characteristics that is used to establish an individual’s eligibility for employment
Investigative consumer reports:base on personal interviews with an applicant’s friends,neighbors,or acquaintances
Public records The employer should be sure that the
information solicited does not discriminate against a protected group, and that it can be justified by nature of job for which applicant screening is being undertaken
These records include the following: Criminal records
The state’s central criminal record repository Check the state police records
Motor vehicle department records Driving record should only be obtained when driving is
an essential function of the job Worker’s compensation records Federal court records
It is illegal for any employers but the government to use these system for employment purpose
Education records Telephone check Send trancript
Legal issue affecting the use of reference checks
Discriminatory impact and defamation of character For defamation to occur ,several elements
must be present: A written or oral discriminatory statement must
have been given There must be a false statement of fact Injury must have occurred to the referee , such as
the inability of the reference to get another job because of the previous employer’s statement
The employer does not have absolute or qualified privilege
Negligent hiring
For an employer to be held liable in negligent hiring , five points must be covered: An injury to a third party be shown to be caused by an
individual who is in the employment of a firm The employee must be shown to unfit for the job that he or
she held It must be shown to that employer knew or should have
known that employee was unfit the job The injury received by the third party must have been a
foreseeable outcome resulting from the hiring of the unfit employee
It must be shown that the injury is a reasonable and probable outcome of what the employer did or did not in hiring the individual
Suits involving negligent hiring typically encompass the following types of issues: Those in which there was intentional employee
misconduct Those in which physical harm occurred Those in which an employee does not possess the
skill or ability to perform a job task
Recommended steps for using reference checks
1. Reference data are most properly used when the data involve job related concerns
2. Because we are tailoring the content of our reference check to the content of a specific job,we will likely need more than one general form for all position an organization
3. Reference checks are subject to the Uniform Guideline
4. A more structure reference checking system rather than an unstructured system,is less likely to be open to charges of sidcrimination
5. Applicants should be asked to give written permission to contact their reference
6. Reference takers collecting information by telephone or in person should be trained in how to interview reference givers
7. All reference check information should be recorded in writing
8. If a job applicant provides references but reference information cannot be obtained, ask the applicant for additional reference
9. Check all application form and resume information
10. Before negative information is employed ,prospective employers should Verify its accuracy with other sources Be sure that disqualification on the basis of the information will distinguish
between those who will fail and those who will succeed on the job Use the same information consistently for all applicants