A Not So Perfect Fit
When it comes to the process of hiring, organizations often incur a number of costs in the process. Most notable are the costs associated with recruitment and training. Given that the costs of these processes can be quite substantial for the organization, there is a clear need for companies to delineate specific methods for ensuring the best hire in all cases. Despite human resource protocol and procedures however, even the best laid plans can have the most disastrous consequences. This leaves many organizations wondering what the best steps to take in recruitment are.
Examining the issues that can improve the overall efficacy of recruitment and hiring, Lacefield (2004) notes that the most important step that an organization can take toward ensuring that the individual interviewed is indeed the best fit for the organization is for human resource professionals to conduct background checks. Although there are some legal limitations on the types of questions that can be asked through this process, the organization has an obligation to ensure that the prospective employee does indeed have the credentials that he or she presents on a resume.
In spite of the fact that background checks do not always weed out potential problem employees, they can serve as the basis for helping human resource managers make critical decisions about hiring.
With the realization that background checks can improve the efficacy of the recruitment and hiring process, this investigation considers two cases of organizational hiring. By looking at the steps taken by the individuals in charge and evaluating the outcomes of the situations, it will be possible to discern if background checks are indeed as pertinent to the recruitment and hiring process as most advocates contend. Further, by examining the methods used by organizations to hire...