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Organizations & U2DB

Organizations have their own way of screening up people that wish to be a part of them. They might use styles that can draw out the true attitudes and characteristics of a person. This takes place because a bio-data or a resume doesn’t reflect whether a person can be a good teammate in the organization. Moreover, they may use this to prevent hiring of wrong employees. In fact, Tech Planet of Menlo Park California uses ‘wacky ways’ of screening an employee. Tech Planet’s process of screening can elicit the true behavior or characteristics of an employee.

By this, they can know whether a person is honest or dishonest, serious or naughty type, shy or outspoken or the like. Knowing the candidates’ personality, they can now judge whether that person can help the organization or not. This process of screening is a way to decrease the diversity in the Tech Planet. Because the tendency is to pick employees that passed on their own ways of screening, the attitudes, personalities and interest of the chosen employees may be the same with the one’s who screened them.

Thus, this result for employing a candidate in the future that will also pass on their way of screening. Of course, this process of screening greatly concerns about reliability and validity. Whenever a candidate was screened by the Tech Planet in their ‘not serious ways’ the tendency of that candidate is to show his true colors. Now, it is easy for the company to know whether a candidate is reliable or valid.

If he can show truly what he had put on his resume or bio-data, Tech Planet can see that this person is reliable and valid for their organization. A better method for the Tech Planet is to maintain this kind of screening but also screen the candidates based on the qualifications of the job.

Reference:

(February 2001). “Inside employee screening”. June 12, 2007 from APESMA Professional Women’s Network Website: http://www. apesma. asn. au/women/articles/inside_employee_screening_feb_01. asp

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