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¶ … pre-Employment hiring process.
In regards to pre-employment hiring, organizations must first identify the skills and abilities needed to perform the given task correctly. By identifying the proper skill set, the organization can effectively ascertain the competency of viable candidates. Core competencies are very important as the candidate must possess skills to perform the necessary functions of the job. As such the first step should be identifying the skills needed to perform the given task.
Next, the company must then determine what questions to ask in order to properly ascertain the skill level of a given candidate. These questions must first eliminate all biases associated with the interviewer. The questions should be behavior based, showcasing competency in the actual skill, and how that competency will transfer directly to the organization. Pre-employment tests and talent assessments are also good methods in which to determine the skillsets of a candidate. These tests are very efficient as they can screen clients prior to the actual interview process. As a pre-employment screening mechanism, talents assessments help reduce both time and money allocated towards finding a viable candidate.
Develop a list of recommended steps to include in an employee termination...
First, the termination must not be malicious. In many instances many states operate using the employee at will doctrine. The termination process must therefore take into account recent law to avoid costly termination lawsuits. In 2006, the Texas Court of Civil Appeals in Matagorda County Hospital District v. Burwell and Tameny v. Atlantic Richfield held that a provision in an employee handbook requiring records to specify the reason for termination did not modify an employee's at-will employment (Rothstein, 1987). In this case, the court maintained the employers right to terminate an employee relationship without prior notice. The New York Court of Appeals also rejected the implied-contract theory to circumvent employment at will. In Anthony Lobos, Appellant v. New York Telephone Company/NYNEX, Respondent and Toussaint v. Blue Cross & Blue Shield of Michigan the court restated the prevailing rule that an employee could not maintain an action for wrongful discharge, as the above employee intends to do. The only other exception to the employment at will doctrine is that of public policy (Toussaint, 1980). In Adams v. George W. Cochran & Co. The court…
References:
1) Toussaint v. Blue Cross & Blue Shield of Michigan, 408 Mich. 579, 601; 292 N.W.2d 880, 886 (1980).
2) Rothstein. Mark, Andria S. Knapp & Lance Liebman, Cases and Materials on Employment Law (New York: Foundation Press, 1987), 710-738
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In my opinion, a company wishing to conduct pre-employment screening should engage the services of a professional and respected service provider. Mathis and Jackson (2010) further advise that "the information provided in criminal record checks should be used judiciously and with caution." It is also important to note that increasingly, organizations are making use of other cost friendly and convenient methods of accessing past information about job applicants. According to
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