Pre-Employment Testing and Screening
The researcher will provide an analysis of why companies should conduct pre-employment testing and screenings.
I. Introduction
Today, with millions of Americans unemployed and in desperate search for a job, it is the duty of the human resource managers and recruitment specialists to decide which applicants will best fulfill the job positions. These recruitment specialists have a variety of techniques and methods to have the top candidates stand out from the rest of the applicants. One method developed to help speed up the hiring process and to have the best candidate be prominent, is the development of pre-employment tests and screenings. Pre-employment tests are used to screen job applicants and can include testing of cognitive abilities, knowledge, work skills, physical and motor abilities, personality, emotional intelligence, language proficiency and even integrity. (Quast). The process of verifying candidates past employment history, their education, and their criminal background is an essential part of many present-day company hiring programs. Due to the increasing costs associated with workplace theft, fraud, and violence, the need to have a successful hiring program and process in place has never been of greater importance than in today 's business world. The main purpose of pre-employment testing is to help an employer determine whether or not a job candidate possesses validity, and dependability of information provided by the job candidate.
Pre-employment screening is the process of verifying a potential employee 's character, reputation, and characteristics. (Proforma Screening Solutions). Pre-employment screening may include criminal background checks, drug and alcohol testing, psychological testing, and credit reports. Pre-employment screening has become an important practice for all employers due to the increasing costs associated with hiring lawsuits, and the threat of workplace violence. Professionally developed and properly validated employment
I. Introduction
Today, with millions of Americans unemployed and in desperate search for a job, it is the duty of the human resource managers and recruitment specialists to decide which applicants will best fulfill the job positions. These recruitment specialists have a variety of techniques and methods to have the top candidates stand out from the rest of the applicants. One method developed to help speed up the hiring process and to have the best candidate be prominent, is the development of pre-employment tests and screenings. Pre-employment tests are used to screen job applicants and can include testing of cognitive abilities, knowledge, work skills, physical and motor abilities, personality, emotional intelligence, language proficiency and even integrity. (Quast). The process of verifying candidates past employment history, their education, and their criminal background is an essential part of many present-day company hiring programs. Due to the increasing costs associated with workplace theft, fraud, and violence, the need to have a successful hiring program and process in place has never been of greater importance than in today 's business world. The main purpose of pre-employment testing is to help an employer determine whether or not a job candidate possesses validity, and dependability of information provided by the job candidate.
Pre-employment screening is the process of verifying a potential employee 's character, reputation, and characteristics. (Proforma Screening Solutions). Pre-employment screening may include criminal background checks, drug and alcohol testing, psychological testing, and credit reports. Pre-employment screening has become an important practice for all employers due to the increasing costs associated with hiring lawsuits, and the threat of workplace violence. Professionally developed and properly validated employment