...landscape of background investigation in hr | OBJECTIVE: To know the need for background investigation in hiring a candidate. Through this paper, we bring out the logic behind the investigations and discuss some cases to corroborate that logic. Laws and rules governing the investigations will also be looked into. Some of the best practices will then be discussed as a practical approach to the issue. DEFINITION: A background check or background investigation is the process of looking up and compiling criminal records, commercial records and financial records of an individual or an organization. REASON: Litigation problems can arise if employees have an incorrect background to them. Every employer has a legal duty to exercise due diligence in hiring and protecting its employees and assets. Estimates are that 30%-40% of job resumes includes some false or inflated facts. Additionally, some Federal and State Laws require background checks be conducted for certain positions. Background checks are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Background checks can be expensive depending on the information requested. Results of a background check typically...
Words: 4393 - Pages: 18
...Unit 3 Individual Assignment Employers use prescreening tests in order to screen applicants for a job. There are different types of tests that can be used when selecting the correct employee. When conducting prescreening testing, it is important to be cognizant of the validity, reliability and implementation of the testing. Employers must also be mindful of Equal Employment Opportunity laws, such as Title VII, and ensure they are being examined and followed throughout the prescreening process in effort to avoid being contested in court (Quast, 2011). Employers must avoid personal questions that are not related to job performance. It is important to understand that these tests are not 100 percent accurate, and therefore not to be relied on solely in candidate selection (Quast, 2011). Though there are many different prescreening tests that can be, and are used today, a few include cognitive tests, personality tests, job knowledge, polygraph tests, interviews, drug screening, credit checks, and criminal background checks. Cognitive testing uses questions to test the applicant’s comprehension and problems solving skills, especially with multifaceted tasks. This type of testing can be helpful to test an applicant’s ability to problem solve when related to job complication. The validity and reliability of cognitive ability tests is high because they can be used as an indicator of the employee’s upcoming successes (OPM.gov, Cognitive Ability Tests). Job knowledge testing is...
Words: 1143 - Pages: 5
...INTRODUCTION ABOUT APU APIIT Education Group has risen throughout the years as one of Malaysia's Largest Education Groups tending to all levels of Education. The Asia Pacific University of Technology and Innovation (APU) is amongst Malaysia's Premier Private Universities, and is the place a one of a kind combination of innovation, advancement and imagination works adequately towards planning graduates for huge parts in business and society all around. APU has earned an advantageous notoriety as a honor winning University through its accomplishments in winning a large group of prestigious grants at national and global levels, and additionally a fabulous reputation in creating profoundly employable graduates who can quickly add to industry upon graduation. . Initially settled as the Asia Pacific Institute of Information Technology (APIIT) in 1993 and the Asia Pacific University College of Technology and Innovation (UCTI) in 2004, APU's sound way to deal with supporting school leavers into qualified experts has brought about our graduates being exceptionally looked for after by businesses. With a universal understudy group from more than 110 nations examining in its Malaysian grounds, APU offers a genuinely cosmopolitan learning environment which gets ready understudies well for the worldwide difficulties which lie ahead. While Technology frames a typical center as an empowering influence over its scholarly projects, APU offers a wide scope of projects including territories...
Words: 1726 - Pages: 7
...relate to this topic. It will indicate what goes into a background check and what the pros and cons are. I will inform my readers what I learned and the conclusion of my paper. Topic I just went in for an interview at a prestigious company that I have been dreaming of working at for many years and they said the job is mine if everything clears with my background check. Background check? As I walk out of the building I cannot help but wonder what they might find that may be detrimental to my opportunity to get this job. Questions start flying through my mind as my heart begins to race. What might they find from my past jobs? What are they trying to find? Who will they talk to? I have never stolen anything from my past jobs, embezzled or any of that sort. Or, do they not have limitations on how far back they will look. Will they find out I stole that one pack of bubble gum when I was 6 years old or when I was an accessory to changing price tags on bed sheets at Ross? Will they find out I worked at that company and did not put that on my resume as I only worked there for only a month? Should I go back in and confess all my wrong doings? Or, am I just overreacting? As I’m getting into my car I decided that I was being irrational and should just wait until I get a call back from the company. All I can really do is just wait, or do some amateur research on background checks. Background checks are conducted by employers to review both confidential...
Words: 1567 - Pages: 7
... Part I: Interview Questionnaire 1. Can you briefly describe your current position, its duties, and responsibilities? The position I hold is Senior Security Supervisor for Frontier Mall. My job duties and responsibilities include surveying all areas of the mall thoroughly, eliminating safety hazards, protecting the citizens and employees, and theft prevention. 2. What is your hiring procedure like for personnel? Before an applicant is considered for employment, a thorough background check of the individual is done. After the background check, interview and drug test are complete, the applicant is then eligible for employment. All candidates must have at least one-year 3. Is there any type of pre-employment screening? Our pre-employment screening consists of a Urinalysis to detect for any illegal substances in the applicants system, which is in addition to the background check. We also request that all applicants complete a personality test, but this test is not required to be considered for employment. This test is just an added safety measure we try to take in determining what type of employee we are hiring. 4. What qualifications do you require of applicants? All applicants must perform surveillance by keeping a watchful eye on the other employees of the mall, as well as the shoppers. Also, spotting and eliminating hazards are a necessary responsibility for all security personnel. Apprehending and detaining shoplifters until police arrive is also required...
Words: 285 - Pages: 2
...New Security Employee Guide John Siggers SEC/430 March 18, 2013 New Security Employee Guide Throughout this guide as a new employee you will learn about many of the basics of what to do in investigations. These topics will start with the basic principles of an investigation then lead into the criminal investigation basics then learn the proper evidence acquisition and management the next step in the guide to helping you with the investigation process is employee and administrative investigations ending with personnel investigations. Investigation Principles Investigations are the examination, study, tracking, and the gathering of factual information (Sennewald-Tsukayama 2006). With this being said the investigation process is more of an art form than it is science, but science in many investigations plays a large part. The person that is doing the investigation is the gather of facts; this person must hypotheses and is able to draw a conclusion that is based on the information and the evidence. The basic principle in investigation is that the process is a comprehensive activity that involves the collection of information with the application of logic and the ability to use sound reasoning. The basic end result in any investigation is that it is a factual explanation of what has happened if the issue or incident is that of history, or what is occurring, or if the issue is of the present (Sennewald-Tsukayama 2006). There are two types of investigations...
Words: 4173 - Pages: 17
...In Unit three we are required to address pre-employment testing as a means for i improving the hiring process within our trucking company. Using pre-employment testing eliminates bias in the interview and selection process it can also reduce costs in recruiting, hiring and training candidates. What tests are used depends on the company and the positions that are being hired for. In this situation one of the tests that should be used would be a drug and alcohol test. This test is important in that we are hiring for drivers and we want safe drivers and those that don’t have an issue with drugs and alcohol. With that said another test that would be recommended is a criminal background check. Along with the drug testing the criminal background would should if the candidates have had an issues in the past regarding DUI’s, drug charges and how current they are. We have to be careful when using this information in our hiring process. Another pre- employement test would be a drivers test along with a DMV check to be sure that the candidate is capable of operating the trucks that they will be using as well as legal to operate a motor vehicle. I would also recommend a personality test; this test would assess a candidates characteristics and how they would handle a particular situation. Lastly I would also require that the candidate do a physical exam; doing this exam will give the company a great idea what type of...
Words: 445 - Pages: 2
...A background check is the process of looking up and compiling criminal records, commercial records, and financial records of an individual. One of the benefits of conducting a background check is the assurance of hiring quality employees (Lynott, 2017). Employers these days simply aren’t willing to take risks on the people they hire, and running background checks is one way to minimize those risks. The reason why an employer may not want to run background checks is because they are time consuming and they can seem unfair. Background checks can take anywhere from one day to a week or more depending on the details required, and this can delay the hiring process. Many companies will only screen a short list of potential applicants, so if the background...
Words: 317 - Pages: 2
...This is a review of interview questions by ABC Corporation to determine if the questions are appropriate, relevant and legal. The first information on the questionnaire requested is race, gender and place of birth of the applicant. It states that a federal contract requires the company to document this information and will not be used for selection purposes. It is prohibited under the Equal Employment Opportunity Commission to ask an applicant their race, if there is a legitimate...
Words: 898 - Pages: 4
...Placement Application (Employment, Volunteers, Students, Contractors) Thank you for your interest in Metrocare Services, north Texas' leading nonprofit dedicated to helping people with mental illness, intellectual and developmental disabilities, and severe emotional problems live healthier lives. PERSONAL DATA To express an interest in a position with our Center please complete this application. Applications are required on all persons who are placed by the Center. Failure to provide sufficient, truthful (and verifiable) information is grounds for the application to be rejected and not considered for an placement opportunity. If employment has commenced it is ground for disciplinary action up to and including termination of employment or placement. Last Name Young Email: Address: Zip Code: bluelegacy1920@yahoo.com First Name Fatima Middle Name: "Nick" Name: Unit #: 6308 Boone Ave North Apt 207 55428 Tele 1: 763-447-1738 Website Tele 2: 763-208-6366 How did you hear about Metrocare: List all other names used (include school, employment): Have you ever lived outside of Texas? Yes If yes, where?: Mississippi & Minnesota Please provide information on convictions, pending criminal actions and/or current deferred adjudications: Please list all convictions or pending criminal proceedings against you inclusive of FELONIES, CLASS A MISDEMEANORS, ASSAULTS AND/OR VIOLENCE, and/or current DEFERRED ADJUDICATIONS. A Felony, Class A Misdemeanor...
Words: 1752 - Pages: 8
...Global Environment In nowadays, background check of hiring employee is practicing by almost all agencies. Point is that, the skills of the applicant can be, somehow, figured out. It is much more difficult to assess the level of trust, honesty, mental toughness, and loyalty. Reading through chapter 9, and conducting a slight research, my answers to the questions of the given scenario are as follows: 1. Do temporary agencies have a “duty” to run background checks? If so, did Robert half “breach that duty?” Why or Why not? According to the law of negligence, temporary agencies should follow the duty policy on background check on pre-employment, in order not to satisfy an element of negligence. In case of Robert Half International Inc., and Fox Associates, Inc., I don’t think, that duty was breached, the company trusted to provided information by Ms. Ross about herself, and she got good recommendations from her former employers. At some extend, it is a background check. 2. The court ruled against Fox Associates. Was the court correct? Do you think Fox should have done its own background check? Why or Why not? I agree with the court decision, that it was determined that duty is not breached, because it happened unknowingly. Even though the company recommended the employee, Fox could do its own background check as well. 3. The fact pattern mentions that Sunbeam suffered similar damages when it failed to do its own background check on Mr. Dunlap, its former CEO. Who...
Words: 500 - Pages: 2
...Jason Hernandez CRJU 100: Oral Presentation BORDER PATROL TYPICAL POSITIONS, Special agent, immigration examiner, border patrol agent, immigration inspector, and deportation officer. EMPLOYMENT REQUIREMENTS, Applicants for the position of special agent must meet the general requirements for a federal law-enforcement officer and must (1) be a U.S. citizen; (2) hold a Bachelor's degree or have three years of responsible experience, or an equivalent combination of education and experience; (3) be in excellent physical condition, with good eyesight and hearing; (4) submit to urinalysis screening prior to employment; (5) possess emotional and mental stability; (6) be 21-34 years of age at the time of employment; and (7) have no felony convictions or records of improper or criminal conduct. OTHER REQUIREMENTS, Border patrol agents are required to demonstrate proficiency in the Spanish language. SALARY, A Bachelor's degree qualifies applicants for appointment at the GS-5 level, while individuals with exceptional experience or education may be appointed at the GS-7 level or higher. BENEFITS, Paid annual vacation, sick leave, life and health insurance, and a liberal retirement plan. About Border Patrol The United States Border Patrol is the mobile, uniformed law enforcement arm of the U.S. Customs and Border Protection (CBP) within the Department of Homeland Security (DHS). It was officially established on May 28, 1924 by an act of Congress passed in response to increasing...
Words: 2084 - Pages: 9
...Case Study Analysis Lisa Tavarez COMM/215 March 17th, 2013 Mrs. Mary Cagney-Carrington Case Study Analysis Introduction Carl Robins, the new campus recruiter for ABC, Inc., has successfully recruited several new employees for the company despite being recently employed himself with ABC, Inc. He has employed 15 new trainees to work under the Operations Supervisor, Monica Carrolls. Carl is inexperienced and does not realize what his responsibilities fully entail, nor does he realize how to utilize effective management skills. Carl is about to endure a professional nightmare as the target date for orientation approaches, and he is regretfully unaware of certain areas of non-compliance in the applications process, transcripts and mandatory drug screenings required of all new employees. While going through his files, Carl becomes painfully aware of the above and panics. What is he going to do? Will Carl be able to rise to the occasion and deliver what is expected of him, as per the demands of his position, and as outlined in his job description, or will Carl stand to lose his newly acquired position due to his lack of initiative and inexperience. Carl has been newly employed at ABC, Inc., for a period of six months. This is Carl’s first position as a recruiting officer. The role of a Recruitment Officer is to develop and manage the implementation of a recruiting strategy that fulfills all current and future staffing needs of an organization...
Words: 1741 - Pages: 7
...who did not remain on the job. Throughout the content of this paper, employee testing will be discusses and what the role of testing is in determining who the precise individual will be for the job opening. There are many reason testing is an important for employment. Testing directs to reduction in the decision-making method. Employment test can be a price useful way to trim down the candidate group. Tests can create the decision method well-organized because fewer times is spent with individuals who characteristics, ability, and aptitude do not equal what is desired. The cost of building the incorrect result is valuable. (Bateson, Wirtz, Burke, & Vaughn, (2013). Organizations a lot of times use test and other procedures to monitor applicants for hire. There are several different types of tests and selection procedures, including cognitive test, personality test, achievement, drug/alcohol, credit check, and criminal background checks. According to Dressler, test can be successful and are broadly used by businesses, working for Child Protective Services; I had to undergo several test to ensure I was a fit for what they were looking for, such as personality test, cognitive test, drug test, and criminal background test. (Dessler, 2011). The employee selection goes throughout numerous categories to assist reducing the amount of...
Words: 1133 - Pages: 5
...the applicants won the suit on a mere technicality, though the ADA does provide support for people like the applicants here in this case, and American Airlines must show that they are willing to work with people with disabilities. As the circumstances in the situation suggest, Leonel and the other applicants were offered employment that was contingent upon passing background checks and medical examinations. The hinging factor was that American Airlines decided to have the applicants complete the medical examinations first before the also required background checks. FindLaw.com says this about the case: "When employers rescind offers made conditional on both non-medical and medical contingencies, applicants cannot easily discern or challenge the grounds for rescission. When medical considerations are isolated, however, applicants know when they have been denied employment on medical grounds and can challenge an allegedly unlawful denial." (Findlaw, 2016) This is the mistake that American Airlines made. They allowed the circumstances to dictate how their procedures were carried out. At the least they should have waited to rescind the offers of employment until after all examinations were completed. This might have provided more of a covering and could have prevented this type of lawsuit. However, as stated by the ADA in our textbook "Employers may require a medical examination only after a job offer has been made. The job offer may be made contingent upon passing the medical...
Words: 915 - Pages: 4
