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August 12, 2013

Essay on Background Checks

Introduction
The HRM function in organizations has gained increasing strategic importance, and the importance of its position HRM and business strategies is well-acknowledged. As a matter of fact, impressive HRM is indispensable in status to be healthy to manage the industry demands with well-qualified employees at all times.
 Knowledge, technology advancement and HRM make collection of influences upon each otherwise, and HR professionals should be fit to make adopt and make use of technologies that estimate the reengineering of the HR role, be ready to support organizational and work-design changes rooted by technology, and be fit to strengthen a correct managerial condition for innovative and knowledge-based organizations. These field advances are primarily by tough demands from human resource professionals for enhancement in constant, effectiveness, and expenditure containment.
 Background check is an essential function of Human Resourse management department and must be followed as recruitment is the process of seeking and attracting a pool of applicants from which qualified candidates for job vacancies within an organisation can be selected. (Hall C, 2008) .A Human Resource Manager can recruit people in two methods. These are namely the Internal recruitment method in which computerized record system and Job posting will be discussed and the external recruitment method in which international recruitment, Advertising and employee referrals will be discussed.
Need of Background Check
Internal Recruitment
The internal recruitment method is used to locate qualified internal candidates’ and to inform their existing employees about existing jobs. (Hall C, 2008) This method of announcing the availability of a job is the cheapest way. These are: 2.1.1Computerised record system nowadays, information about employees is kept in databases in computers.this information helps the human resource management to easily check the background of the people for hiring the best human resource.  
With this process, it is easier to locate any candidates with the required qualification and the advantage is that the HR Manager already knows the person he wants to recruit for the job position. (Legge 2004 94) The disadvantage is that the person who have been identified may not like or accept the job proposed.
External recruitment method
The external recruitment method is another way of recruiting people for a job position. It involves the recruitment of people who are not actually working for the organization but who are outsiders. There are various types of external recruitment, some of which are international recruitment, advertising and employee referrals, which we will discuss later on in this assignment. (Hall C, 2008).
As a matter of fact, the need of background check is more important for hiring the outsiders, organizations must have the details about these people for further correspondence and to know their professional approach.
This method has its advantages such as the pool of applicant and talent is bigger or there will be people with different skills and qualifications and its disadvantages, such as it is difficult to attract and select a new employee or the latter may not be able to adapt himself to the organization or his personality may not match the company’s culture. (Lerner 2008, 6)
International Recruitment
 Background check is necessary for the international recruitment to knoe the financial, criminal and commercial records of the candidates. This is a new type of recruiting method, which is being used in many countries nowadays. Its main advantage is that these people are willing to be paid even less than normal people from the host country and are even willing to work more at odd hours.
However, this is not always the case for bigger job positions but it works very well for job positions but it works very well for job positions, which are more manual work. People are recruited from countries like India, Sri Lanka or China and these people are normally poor people but these are the general facts about these countries and management must have a sound knowledge and a detailed account of the background of these people thus the background check is required in international recruitment as a must.
Background checks
 We use the term "background check" to describe the most common methods used to collect information on applicants, job application forms, resumes and reference checks. Researchers have identified various levels of reliability, validity, etc. for each of these methods. The increasing complexity of tasks of finding the right "human capital" in future plays a crucial role and, ultimately, by the globalization of the economy the companies are seen forced to focus attention on integration and on the economics of the entire company is focused HR policy. (Lipka, 2005) This image is very static and dehumanized and can only be understood and then a relative term when one considers how much importance people have in the business environment, therefore the companies feel the need of background checks. However, in light of their widespread use (especially in the case of CVs and job application forms), it is important to know how to improve these methods, in particular, their validity. 
 The application forms for employment
Most companies use a generic job application, which in many cases is designed by the legal department or a law firm to ensure it does not violate any provision of provincial human rights codes. Although this approach is justifiable from a legal standpoint, it can take advantage of all the potentials that is a form of job application as a method of selection. With the advent of data processing technology, it is relatively easy to create a job application form containing the "best practices". These various practices offers suggestions on ways to improve the generic approach of the information obtained through the form.
The job application form can be a good screening tool in itself if properly designed. Due to fears associated with prosecution for reasons related to human rights, there is a tendency to reduce the amount of information gathered through the application. In other words, if there is doubt about an issue, it is preferable to "drop". However, advocating this approach, one lets slip through their hands an opportunity to gather valuable and profitable information about relevant knowledge and skills of potential candidates. In addition to obtaining additional information valid in the selection process, the job application form can also provide candidates with a strong message about the job requirements and enable them to make "the self-selection". To this end, it would be appropriate to indicate to applicants that any job offer is subject to the fulfillment of the requirements for medical examination and, where appropriate, drug testing and criminal record check. If this condition prior to employment, candidates should be advised that they must meet certain criteria related to their driving record, criminal record or their credit rating and that they will do part of the audit conducted as part of the selection process.
The only warning about the proposed addition to the form is that candidates must know how to write in French and English, a factor that can play against a candidate whose second language is one of the two official languages. In addition to information provided by the candidate on the form, one can also ask them to submit copies of relevant documentation or driver's license, proof of deposit, proof of citizenship or ability to work in the country and other similar certificates.
The application form for employment is the first "tri" throughout the selection process and methodology as it is a very profitable and optimal, it must be used to screen candidates who do not meet the requirements of knowledge and skills to perform the duties of bus driver.
Curriculum vitae
For decades, researchers are studying the degree of deception exhibited by the candidates in the selection process. They noticed distortions quite common and sometimes very serious on paper and pencil tests, forms, job application, C.V. and skills lists. Misleading statements involve exaggeration of service, abnormalities on the reason for leaving a job and on a false certificate of competency. In addition, according to surveys conducted by professionals from the selection and recruitment, it is believed that the representations are inaccurate up. Although the majority of research focuses on the disappointment in history, the facts suggest that the "deception" extends the tests and answers. Candidates try to outdo the selection tools in answering what they think the criteria sought by the employer rather than giving honest answers.
With the advent of word processing technology, almost everyone has a curriculum vitae. Despite the fact that they are well spread, curriculum vitae, as a screening tool, are of limited usefulness because of their low level of validity and the difficulties associated with data processing and information coding for comparison. Several questions are also raised about the accuracy of information contained in resumes. If resumes are accepted as a method of selection, they should be used in conjunction with the National Occupational Standards. It is necessary to review the National Occupational Standards and identify the knowledge and skills essential. Using a formula like that presented one can verify the information contained in the CV and the knowledge and key capabilities. To facilitate the process, one can ask candidates to complete the form. (Edwards 2005).
References
The references are an excellent source of information about candidates. However this method also has difficulties. To improve the validity and reliability of a reference check, it is important to understand the intent of the audit. There are two reasons for performing a reference check which include:
(A) To confirm the information on the application form of applicant's employment and the accompanying documents (permits, etc.).
(B) For additional information about the knowledge and skills of the candidate from a person who has actually worked with him. 
These are only examples. It is recommended to review the National Occupational Standards to clearly identify the knowledge and skills required for the applicant. It must be based on knowledge and capabilities to study the curriculum vitae and write the ads.
Regarding the second point, the reference check is usually done by phone and takes the form of an interview. Notwithstanding the difficulties associated with voice mail to contact the person identified, a well-structured interview can be a good source of information. Guidelines on how to conduct an interview also apply to reference checks.
We must also consider other issues related to references. In a world where disputes are rising, people and companies are very reluctant to expose themselves to risk. Consequently, many are not willing to provide information about former employees other than to confirm the position held and the dates of entry and departure function. (Hoque, 2000) Therefore, if one wants to use references, it is important to ask tenderers to confirm that they are willing to be interviewed. (Kelleher and Johnson, 1997) Provided that the interview covers issues related to bona fide occupational requirement, namely knowledge and abilities listed in the National Occupational Standards; do not be overly concerned about a violation of provincial Human Rights Code or a breach under common law or the law of civil liability. (Hoque, 2000)
The second issue regarding the interviews with the persons referenced relates to timing. In most societies, it is customary to carry out these interviews with references once all stages of the selection process completed. Notwithstanding this practice as a method with a valid high or low, one could argue the usefulness of conducting background checks before starting the interview stage with the candidates or the proof stage. (Kelleher and Johnson, 1997)
When the criminal background check or Offence Declaration identifies an offense for which the employee was convicted, the Human Resources Department determines whether the nature of criminal history, the period when these events occurred and the nature of the job warrant a written report be submitted to the Directorate of education for study purpose. If such a report must be submitted, the Department of Human Resources conducts information gathering.
Background Check Services
On paper details or the resume of the employees or the candidates are not always correct, yet employers rely on such written documents when deciding for candidates.  According to the researches, in a business services industry around 48 per cent of resumes and 30 per cent of applications contain information that is false (Lanphear 2005). Potential troubles may be pointed out by the following points:
  • Application is not signed or signed at the wrong plave  by the candidate
  • Background screening form is not signed.
  • Criminal inquiries (questions) are intentionally left blank.
  • Gap periods in employment are not explained.
  • Candidate fails to remember the names of previous managers.
  • Candidates cannot provide justification for leaving other jobs.
  • Too much cross-outs and amendments are made on the application form.
 To check the background, references are important to ask from the applicant because the performance of previous job can forecast the professionalism of the employee in the future (Lanphear 2005). Performing background checks can be costly and prolonged most of the times.  According to the researchers, a background check can cost from $5 to $2,500 (£3 to £1,700), with the average cost being $109 (£74) (Hall C, 2008). However, it depends on the employer to ensure their employees are safe.
Employers must not make the statement that if an employee has never found busy in criminal activity they will continue to be moral, responsible and reliable. People are ever changing and state of affairs such as divorce, health issues and otherdomestic problems can change a person and his performance. (Hoque, 2000)
Services such as Verified Person are available to help employers in checking employee record in the United States. Verified Person is basically an employee background screening service that monitors an employee's record for $1-$2 per month.
The service sends updated and reports any employee misdemeanor or felony assurance on weekly or twice in a week. (McGregor, 2006).  These Services include background checks for social position, criminal records, financial records, educational background, previous service performance, gender-related offences, qualified licensure and social security number verification (Verified Person 2007).
As the employee signs a declaration for background checks In the United States. The employee is conscious and well known that credit or criminal checks will be fulfilled and that this is the main requirement and a condition of employment in the United States.
Equal Employment Opportunity Commission regulations must be taken into account. For instance, putting the condition of background checks only on one race or one sact is a disobedience of the law and is illegal. Getting the details of criminal records disconnectedly is against the law under the Civil Rights Act 1964 (Greenwald 2007).
When a manager has to judge the conditions where there is a certainty there are factors to keep in the view. Like, what is the history and the reason of the offence and how old is the conviction or the completion of the punishment? As a rule Background checks must comprise unlawful checks, drug and reference checks, and financial status in the society, history and personality tests (Socolof and Jordon 2006). Employers should also carry out identity and character verification (social security number) and checks including state police; verification of previous job, driving licence, educational diploma verification and physical abuse register (Edwards 2005).
 It is important to mention that checks must not be limited to state-wide ideally, but should also be planned on a national level. A detailed and well thought interview should be carried out and the applicant’s response to demanding situations must be tested by the experienced and skilled professionals of Human Resourse Management of the organization (Edwards 2005).

Conclusion

Organizations and clients have the great benefit from background checks and the service in which this record is kept and maintained. Many businesses in the hospitality industry, large and small are struggling to understand their human resources and labor relations obligations by country or countries they operate in. This is understandable given the series of laws and regulations governing (drowning) the work environment in which governments seem to revel in. The hospitality industry is certainly no exception and in many cases is more complex than an average firm. (Kelleher and Johnson, 1997)




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