A) Investigations, tests or pre-employment enquiries are extremely important to check whether the employee one is hiring is right from all aspects or not. However there are certain trade-offs that sometimes organizations make in deciding whether or not to conduct these tests. These are as follows: 1) If the applicant is coming from a reputed organization – The hiring company considers this fact as a credibility quotient and do not indulge in stringent pre employment enquiries.
2) When the applicant is highly experienced and has worked in many organizations – Since the applicant has worked in many organizations before, the organization, which is going to hire him take his credibility for granted. 3) When the organization is in a hurry to recruit – The organization overlooks some of the claims. 4) After speaking to the referee, named on the CV of the applicant, just over the mobile phone and not personally or office phone – It might be that the designation and organization of the referee claimed by the applicant is not true. Instead of being a former boss he might be just a friend.
B) The laws that human resource managers should be aware of while hiring new employees differs from one industry to another and from one place to another. However, there are certain basic laws that every human resource manager should be aware of. These are as follows: 1) A human resource manager should not make any discrimination against the prospective employees at the time of interviewing or framing contracts. For example there should be no discrimination against immigrants, female employees, young workers, disabled people etc. while selecting a person for a certain job.
In fact there are certain legal rules for each category of the above-mentioned people that one should follow. 2) If one is hiring an immigrant then one should check whether he is legally authorized to work full time or not. 3) A human resource manager should be aware of the legal rules related to hiring of teenagers, as their capabilities, age and stamina are different from that of adults. If teenagers are made to do certain jobs, which under law are illegal for them, then the employer can get into trouble, as there are limits of working hours and hazard level for teenagers, compared to adults.
4) The HR manager should know about the jobs, that according to legal rules are not meant for disabled people. Non-compliance might lead to court. There are certain acts like American Disabilities Act (ADA) that human resource managers working in America should be aware of. Similarly HR managers of other countries should be well abreast of laws of the country in which they work. 5) The Human Resource manager should be aware of other common acts like Equal Pay Act, Civil Rights Act, and Age Discrimination in Employment Act.
These legal guidelines prove to be very helpful during the hiring process. 6) According to law, a human resource manager should always respect the right of privacy of the people he is hiring. 7) He should not make any false policies. He should be extra conscious about any commitments that he gives on paper because on the basis of that written commitment the employee can even drag him to court if he fails to provide what he had promised. 8) He should know that according to law there is no need to indulge in any kind of written contracts with the new recruit.
If in case, any contract is made then it should be for higher-level positions and not for every recruitment that is done in the organization. 9) In order to know whether the person who is being hired has indulged in any kind of stealing in one of his prior jobs or has been fired from somewhere or not, there is a lie detection test called polygraph test. However, human resource managers should be aware of an Act called Employee Polygraph Protection Act, which, allows lie detection test for a limited number of jobs and not all kinds of jobs.
10) Every employer should check the credibility of an employee before hiring him but there are laws attached to this as well. The employer should crosscheck the credibility of what an applicant says in person or mentions in his CV by checking with his educational institutions or past offices. But according to law this can only be done after letting the applicant know about this if the persons being contacted are not one of the referees. C) Korn / Ferry went wrong by completely believing what Mr.
van Someren had said during the recruitment interview. This organization did not bother to cross check the credibility of his statements regarding one of his past jobs. This is clearly evident by the following statement of Lublin where he mentioned, “…there were problems in Mr. van Someren’s past — blemishes that the Korn/Ferry top brass failed to investigate fully until May, nearly six years after it hired him. ” (p. B. 1)
Rue, L. W. , Byars, L. L. (6 Ed. ).(1992). Management Skills and Application. USA: IRWIN. Lublin, J. S. (2002) Career Journal: Recruiters Fail To Check Past Of Some Hires. New York: Wall Street Journal. (Oct 8) pp. B. 1 Employrite Pty Ltd (2004). Employrite pre-employment screening. Retrieved Mar. 13 2008 from http://www. employrite. com/article. htm Nolo (2008). Hiring Employees. Retrieved Mar. 13 2008 from http://www. nolo. com/ article. cfm/objected/2D4F685E-B26B-43DD-BE72DBD859FA53CE/111/259/ 231/FAQ/