Detect The Best Talent With Screening
The failed terrorist attack on Christmas day is a reminder that screening individuals is not always enough to discern who is safe and who is not
. Despite security measures and uniformed officials present at the time of entry to the airport, the attempted terrorist still managed to get on a plane where he could have potentially injured hundreds of people.
Just as airports need to screen passengers before they board their flights, companies should screen employees. Screening passengers ensures the safety and well being of others, as does screening employees. Resumes and interviews can be altered too easily. Many employees will use a smoke and mirrors act to conceal their true intentions and capabilities.
By screening candidates before hiring them, companies diminish the risk of hiring someone who could potentially harm the work environment, production, and fellow employees of the company.
By not only interviewing, but also adding screening to your interviewing process, you can ensure that your hiring process is thorough. Employers should concern themselves with being entirely thorough when selecting a new hire. Screening employees can include:
-Background checks
-Basic work-related value assessments
-Job fit assessments
-Personality assessments
Hiring a new employee should encourage the company to learn as much about each individual candidate in order to make the best selection possible. Without detailed information, companies are likely to make poor hiring decisions that can lead to unnecessary costs, loss in revenue, or inexcusable behavior impacting a customer or fellow employee.
An essential step in screening employees is the background check. Some companies feel uncomfortable using this tool because they feel it invades the privacy of their employees. In reality, a background check could prevent you from hiring someone with a dangerous history or someone who has lied about their education on their resume.
Background checks do not assume that every potential employee is hiding an important part of themselves, rather they exist to reinforce what a persons' resume boasts.
If a person claims on their resume to have earned a university degree, the background check will confirm if that statement is true or false. Employers should not be concerned with the connotation that can sometimes follow background checks. They should be concerned with hiring the best candidate for the company. The axiom "better to be safe than sorry" is the unofficial slogan for using background checks during the hiring process.
A second type of screening includes a basic assessment of an individual's work-related values. These assessments can provide valid insight into a person's work ethic, reliability, integrity, propensity for substance abuse and attitudes toward theft. What a person values determines how they will behave in the workplace.
The information gathered from interviews is limited, and sometimes skewed by the relationship between the interviewer and interviewee. The work-related values assessment can quantify a person's feelings about topics that directly affect their daily work routine.
These assessments eliminate the interviewer from having to ask uncomfortable questions that can result in foggy answers. With these results, interviewers will be equipped with questions to ask each specific candidate to initiate an honest response.
The third type of screening to consider is an assessment that determines how each applicant fits the available position. Job fit is often overlooked as something that is irrelevant and unimportant, when in reality it can greatly impact the productivity of the team, and work culture.
If a candidate has a natural inclination for a position, they will most likely succeed in that job. An individual's natural behaviors are the main determinant in their capabilities. Skills may be taught to enhance or modify some of those behaviors, but in order to be truly successful in a position candidates need to have a natural propensity for the job.
The final type of screening available for companies to make the best selection is the personality test. Personalities within a workplace affect productivity of teams as well as individuals. Some personalities are more difficult to coach together, and that is something to keep in mind when selecting a new employee.
Interviews often portray individuals acting in a formal setting; it is rare for a person's true personality to show during a preliminary interview. Nerves may also inhibit a person's true personality to show during the interviewing process. Personality assessments can generate information that shows employers who the candidate is, and how their personality affects their work.
Screening employees ensures that those responsible for hiring have been meticulous in their search for the best candidate available. Interviews simply do not give enough useful information to employers, and they are easily manipulated by anxiety, biases, and assumptions.
Screening provides thorough and concrete information so that employers can choose the person that will fit the job, and be a low risk to the company. Businesses strive to hire the most qualified applicant for each new position, and screening candidates ensures that such a goal can be accomplished.
by: Jim Sirbasku
How Not To Kill Someone On A Crossing How To Maintain Your Furnace Properly Soap Making Instructions - Making Your Very Own Soap Haba Baby Toys - The Safety Toys For Your Child Senior Home Care Services In Ct The Yuletide Cheer Of John The Baptist Straight Talk Law: Distracted Driving How To Choose The Right Nailer Nfl Power Rankings - Week 17 How Should I Publish My Book? Modern Surfing Boards V/s Ancient Surfing Boards Chiropractor Oregon City Or | How To Treat Neck Pain Gift Ideas For The Film Fan Who Has Everything