By English G.

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They are unfamiliar with them. 2. They don’t want to spend the money because they don’t understand the value. 3. They are afraid that using tests will trigger litigation. The remainder of this chapter addresses the issues of knowledge and value, but first we must offer some reassurances to those concerned about risk: The primary purpose of many workshops offered by labor attorneys or human resource consultants seems to be to scare the dickens out of employers. While there are certainly things that have to be done correctly, employers must keep in mind that the objective of hiring is not just to stay out of trouble, but to get good performers!

The thinking was that if a person is too smart, he or she will get bored and distracted on long, monotonous trips. This was the right idea, although it was the wrong test. It is absolutely critical that a person be suited for a job by aptitude, interest, and personality if you want them to do a good job and stay with the company. Fortunately, basic psychological characteristics (which do not ordinarily change much after one’s later teen years) can be largely determined through testing. This means that once a person is assessed, that information can be used to consider future decisions in promotions and job transfers: The cost of the assessment can be amortized, thus saving company dollars throughout the tenure of the employee.

You can prepare yourself by learning what to expect from background checks. You will run into federal rules and regulations, such as the disclosure requirements for credit checks and the restrictions on criminal background checks. Background checks have nothing to do with job performance, but theft, rape, and other such actions can cause serious problems for a company. Given the rate of inventory shrinkage and its substantial impact on many companies, the costs of damages for employee actions, and the growing need for employees to be away from a central work location or even in people’s homes, you should at least perform background checks during the selection process.

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