subject: Job Placement [print this page] Part of the job hiring process is to evaluate your candidacy for the required job placement. The high level of competition
for the jobs that are currently available in present day markets around the world has caused unbearable pressure upon job
seekers. As many as 30% of them lie on their resumes. Hiring candidates who have given misleading or false information about
their abilities, skills, and experience is a traumatic, inconvenient, and traumatic experience for an employer.
It is a common practice in the hiring process to do inadequate or incomplete background checks. In an effort to get the
positions filled as soon as possible and save time, many employers fast track the hiring process. However, it should be
remembered that background cross checks can prevent headaches down the road, especially for Human Relations managers. For
those lower ranking positions, a simple identity check will usually provide sufficient information to prevent bad placements.
When performing a background check it is usually best to align the investigative process to the position's responsibilities
and needs. For instance, if the position requires that the candidate to have access to the company's financial resources, the
employer should conduct a background check of candidate's financial history. In addition, there are some positions that
require specific training, and the failure to acknowledge this fact can result in some problems with legislation and often
fines. The goal of the process is to determ
ine if the candidate has a history that is related to the functions they will need in order to perform the position at the
company.
The process of interviewing a candidate is one good way to match the best talent with the required position, and it is used
by nearly all companies around the world. An interview that is structured will reflect the company's requirements as well as
the position's requirements which usually be of additional value to the employer. An interview is also important for the
establishment of good communications between the employee and the employer. Since a candidate interview is an expensive
process, it needs to be done as efficiently as possible and therefore employers need to be sure that the framework of the
interview is well designed.
The use of pre employment testing is a good way to screen a candidate. An aptitude test can provide useful information with
regard to a candidate's intellectual ability, practical skills, and personality traits. Certain tests can prevent a bad
situation because the employer would know ahead of time about any the personality traits of the applicant before the
placement.
Job Placement
By: Alex Wu
welcome to Insurances.net (https://www.insurances.net)
