Implement Candidate Screening and Hiring

Candidate Screening and Hiring

There are several measures and tools that can be implemented for screening and hiring such as the following:

CRAFTING DETAILED AND RELIABLE JOB DESCRIPTIONS

The job description is an outline of desired and expected performance on the part of the employee; it will be used to determine if the employee is performing adequately, successfully, and in accordance with the organization's governance.

The job description is also the mechanism that will be used to demonstrate whether the employee violated, in some manner, the expectations and performance set out in the description. Therefore, it is important for the job description to have clear, precise annotation of these elements.

If, for instance, the employee is terminated for acting (or not acting) in a certain way, the employee might engage in litigation to recover damages by claiming that the organization did not make the transgressive behaviour known to the employee before the termination; the job description is one tool to support the organization's allegation that the employee acted improperly. Creation of the job description should be the task of the hiring manager (who understands best the needs of the position) and the human resources department (which understands best the applicable laws and procedures for creating job descriptions that protect all parties involved).

CHECKING CANDIDATE REFERENCES

Another way the organization can obviate the risk of hiring a person not suitable for the position is to determine the candidate's past performance.

However, in most modern business settings, this may not lead to any particularly useful information; many organizations will not report on the performance of former employees and will only offer simplified information about the former employee's eligibility for rehire. Also, references are often given by the candidate themselves, so are not wholly independent sources.

EMPLOYMENT HISTORY

A review of previous employment can assess the candidate's progression of responsibility, appropriate experience, and gaps in employment.

FINANCIAL PROFILE

Positions of accentuated trust and responsibility may also merit the organization's review of a candidate's financial situation.

BACKGROUND HISTORY

The candidate can be screened against trusted databases for suitability, such as verification of certification/credentials, educational degrees, and criminal history.

This can reveal concerns about a candidate's trustworthiness: if the candidate has too little money, it might indicate personal problems such as an addictive behavior, gross poor judgment, or personal instability, all of which make the candidate susceptible to subversion should they get a position of responsibility; too much money may indicate that the candidate is already participating in illicit activity, or has been paid by another entity already, or will not be responsive to the organization's requirements. A financial check usually requires the candidate's explicit written agreement and may be limited by law in some jurisdictions.