When completing a background investigation on applicants it is important to take the accurate steps to ensure any concerns of negligent hiring are alleviated.
When completing a background investigation on applicants it is important to take the accurate steps to ensure any concerns of negligent hiring are alleviated. The first step in completing a background investigation on an applicant is to obtain written consent from the applicant to do so (Mathis, et al,2015). This can be accomplished by creating a standard form that all applicants sign during the application process or by inserting the language directly into the application. After obtaining written consent, the next step would be to review, verify and document all information provided in the application (Mathis, et al, 2015). Verification of the information provided is an important step to beginning the background investigation, but it is also important to dig deeper and find out as much information about the applicant as possible. Conducting a criminal background check is a great start to going above and beyond the information provided by the applicant. Criminal background checks can be completed online and are quite affordable depending on how extensive of a check is requested. Additional checks that can be performed to ensure negligent hiring does not occur are drug screenings, credit checks, and health screenings. Apart from drug screenings, most of these additional checks are related to the nature of the job being applied for. For example, an applicant applying for a position at a bank or other financial institution will most likely be subject to a credit check, while an applicant applying for a job that demands extensive physical activity may be subject to a health screening. Some employers also check applicant’s social media platforms to gain a better insight into the personal characteristics of the applicant. While I do agree this is a good tactic to learn more about the applicant’s personality, I also feel it is rather risky. Checking social media platforms could potentially increase the likelihood of unethical and discriminatory hiring practices as it could hinder a status-blind decision.
References
Mathis, R., Jackson, J., Valentine, S., & Meglich, P. (2015).
Human Resource Management 15
th
Edition.
Boston, MA: Cengage Learning
4-1-Discussion_-Discussion-4-OL-442-J3169-Human-Resource-Strategy_Devel-21EW3
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