Human Resources Management
Employment background checks should be conducted on the employees of BSS due too the fact that there is an increase in the privacy of the electronic data requirements hence the Stanley Jausneister should be more diligent when it comes to hiring of employees who will be accessing and managing the personal data within the organization. There are several background tests that the employer can conduct. These include employment references, character reference check, credit history, criminal history report, existing gaps in employment history, address and identification verification. When all these tests are carried out on the employees the manager will be bale to find out the type of person they are employing before they are actually employed. This will help reduce any cases of leaking of vital information.
The process of background testing is governed by some laws. These laws are in place to ensure that the rights of the employees are not violated.in case BSS intends to conduct a check on the a third party the check is usually covered by a Fair Credit Reporting Act (Spoden, 2012).This act requires that the person the check is being conducted should be notified and give their consent. BSS should also avoid taking information termed as personal from. They should only get information which is useful to the organization (Heneman, Judge, & Kammeyer-Muller, 2012).
BSS can easily find out if their background testing is effective. The first and obvious way is if the number of reports about leaking information has reduced. If the checks were successful then there will be a lot of confidentiality of the information within the company hence no incidences will be reported. They can also find out this if they from the employees who go through these tests. This indicates that they test they conducted were successful.
I would suggest that BSS include a criminal record check. This is will help in gauging whether the employee is trust worthy or not. People will criminal records are often discredited and they are not to be trusted. They should also include a drug test. This is important as they will be bale to eliminate anyone who abuses substances since they are not reliable (Spoden, 2012).
I would use a job knowledge test that is specifically meant for HR professionals which focusses on the general knowledge of the applicant of HR management. This is because any candidate who is applying for the position of a HR manager should be able to have the knowledge of what the filed entails exactly. Therefore any successful candidate will be the one who will pass this knowledge test. Anyone who does not have knowledge on HR management can be suited for the position hence the importance of administering this test.
I would definitely ensure that a medical and drug test is administered to any applicant. This is essential as it will enable one to find out whether the applicant has any medical condition that will make them less productive if they are given the job. A drug test is also important since no one is willing to employ a drug addict since they will not be productive to the organization. Therefore, the medical and drug test are a must as they will be used to gauge weather or not a candidate is able to cope with the high levels of stress and frequent travel requirements which the position entails.
I would not use a paper and pencil integrity test. This is simply because if the candidate needs to present their education certificates. These are what will be used to gauge whether or not the candidate qualifies for the position in terms of their education background. Therefore, there is no need for a paper and pen integrity test since a successful candidate has already passed the integrity test if they have the required education qualifications.
I would use a structured behavior interview that is designed specifically for this particular job. This is due to the fact that the HR manager position requires someone who is straight forward in terms of their behavior. Any candidate who does not present themselves well and fails the structured behavior interview does not qualify for the position since they are not up to the challenge that the job entails. Therefore the structured behavior interview is quite essential for anyone who is interviewing for the job position (Heneman, Judge, & Kammeyer-Muller, 2012).
I will use the cognitive ability test. This is important as it will enable me to find out the reasoning ability of the candidates. The position requires an individual who has a high reasoning ability since they have a huge task of dealing with employees’ wit the organization. Therefore the cognitive ability test will be appropriate to pick the best candidate.
Personal characteristic inventory is very essential for any candidate applying for the position. This is because through the personal characteristic inventory you will be able to find out their personal attributes. A candidate will be picked based on the attributes they have indicated in the inventory. For instance the job requires some one who is honest if one fails to indicate they are honest in their inventory then they might not get a chance of being picked for the position. There also some desirable attributes which are a must for any position in an organization. Therefore looking at the personal characteristics inventory is very important.
I would use the set of interview questions which are used when filliping any position. I would only use a number of them and live out others. The ones I would use is a) Tell me about a problem you solved on a previous job. This will enable me to find out their problem solving ability. I would also use b) Do you have any physical impairment that would make it difficult for you to travel on business. This that seeks to find out if the applicant is at a position to travel anywhere they are sent on business. d) Are you currently unemployed, and if so why? This is essential for a background check of the candidate. e) the position requires fresh ideas and energy.do you think you have those qualities. This is aimed at finding out from the applicant if they think they are the most suitable candidate .f) what is your definition of success? This is used to find out what the candidate terms as being success. Finally h) How well do you work under pressure. This is aimed at finding out how well the applicant can sustain pressures that comes with the position. On the other hand I would not use c) Have you ever been tested for AIDS and g) What kind of sports do you like since they are all personal questions and they are not related to the job description in any way (Heneman, Judge, & Kammeyer-Muller, 2012).
Heneman, H.G, Judge, T.A, & Kammeyer-Muller, J.D. (2012). is Staffing Organizations (7th ed) .
Spoden, C.M.(2012). EEOC Guidance to .Retrieved july 25,2013 from http://www.stites.