Background Check Capital One is a financial institution and handles confidential information for customers. Employees have access to this information and the company is liable for any misuse of customer information. Therefore a background check must be done for every employee. “In addition to ensuring job qualifications, conducting background checks can help employers protect themselves and the public from individuals who pose an unreasonable risk of harm and may shield employers from potential negligent hiring lawsuits.” (Dwoskin, 2013) The applicants’ information is run through the screening software. The software runs the applicants’ information through the Department of Correction database. It searches for any criminal history or charges and reports it back to the recruiter. If the background comes back clear then the applicant is hired. If the background comes back with some information that was not listed on the application, the legal team would need to research further. Analysis …show more content…
The procedures are reliable and valid. Each step measures the fit of the applicant, from job fit to characteristic fits. The company is able to cut down on turnover costs by ensuring the employees are a good fit. “According to a conservative estimate by the Bureau of Labor Statistics, the average cost to replace an employee is $13,996. So it’s necessary to invest time and resources for training, orientation, and development.” (O’Connell & Kung, 2007) When employees are referring people, they are most likely referring others similar to themselves. This maintains the diversity throughout company. There are procedures in place to accommodate disabled applicants. This eliminates the possibility of ethical and legal issues for the employee selection
Third Star Financial Services is an “un-banked” business that was built from a foundation of several money transfer operations that can be transact through an agent or an online facility since 1996. Third Star’s goal and objective is to develop and implement an enterprise architecture platform for the organization that is more streamlined and leaned with consistent policies and procedures throughout the company. A consolidated, centralized and standardized single version of the business structure and a modernize technology that can provide ease and flexibilities to their new and existing customers, in addition to their support staff and management teams.
This memorandum shall provide an in depth analysis of Target Corporation’s performance for the most current for the year 2014. To obtain a better understanding of Target Corporation’s performance the following categories shall be addressed: Preliminary analytical procedures, Accounting policy efficiency and reliability, Evaluation of Disclosure Controls, Evaluating Company’s technology system and its Risks, Substantive Procedures, Payout ratio in the Target Corporation financials, Fraud Considerations and Extended Procedures.
The use of criminal record databases by employers has greatly increased since the 1990s when the information first became relevant (Appelbaum, 2015). The biggest rise in background searches began after the terrorist attacks in New York City on September 11, 2001. Mr. Uggen, a criminologist at the University of Minnesota, states that there is a problem with criminal background checks considering most employers have no idea what they should be looking for. With every business owner having different concerns about potential applicants, “we haven’t really figured out what a disqualifying offense should be for particular activities (Appelbaum,
A background check is generally a further investigation on one 's criminal and financial records. Background check requirements vary depending on their purpose. Specifically, the National Instant Criminal Background Check System is a United States system
In the area of Background Investigations the FBI manages checks on anyone who applies for positions with the Department of Energy, Nuclear Regulatory Commission, the Department of Justice, and the FBI its self. When conducting these investigations on applicants the FBI will interview past neighbors, and coworkers of those who apply. Also they will check their criminal records and credit history. Doing so ...
Costco Wholesale Corporation was an uncommon type of retailers called wholesale clubs. These clubs differentiated themselves from other retailer by requiring annual membership purchase. Especially in case of Costco, their target market is wealthier clientele of small business owners and middle class shoppers. They are now known as a low cost or discount retailer where they sell products in bulk with limited brands and their own brand. The company is competing with stores like Wal-Mart, SAM’s, BJ’s, and Sears. The case begins with an individual shareholder, Margarita Torres, who first purchased shares in 1997 and who is trying to evaluate the operational performance of the business in order to make a decision rather or not purchase more shares
Capital One uses IT through its information-based strategy (IBS) to “record, organize, and analyze data on the characteristics and behaviors of their customers,” as stated by CEO Richard Fairbank. Their philosophy was to exploit information by constructing scientific models that could be used to both assess the creditworthiness of potential cardholders through FICO scoring, and to customize product offerings for existing ones. This was done through data mining, sorting, customizing offers and marketing campaigns, and then analyzing this data to see what campaigns worked – for what reason and what it returned in revenue and profit generation. This differs from other financial institutions in that these other institutions were compiling data manually, accepting applicants based upon debt-income ratios and were all charging the same interest rate and annual fee.
Per Yoder-Weiss, the process of staff selection is getting the most qualified person for the position that fits into the organization; someone with similar values and skill set to do the job. Hiring the right person is critical for success one of the pitfalls in staff selection is selecting the wrong person and be expensive and affect the team negatively. Allowing staff to take part in the selection process not only helps with selecting someone who will fit in but also show that their opinion is valued. (p.
is required to take prior to hiring. A psychological test is taken as well to evaluate
Since they are hiring the person and not to fill a specific job position, it keeps the people flexible and innovative.
I agree with the view that the Uniform Guidelines on Employee Selection Procedures contains numerous statements that can be used as guidelines by firms when undergoing employment selection procedures. The purpose behind these guidelines is to aid the achievement towards gaining equal employment opportunities during selection. “It is designed to help employers comply with federal bans against employment practice that discriminate on the basis of race, color, religion, gender or national and origin”. (Snell, 2013, p. 131). The Federal Agencies introduced these statements do that all companies can follow a standard policy when selecting their employees. This overall aids the nation's aim attaining equality in job opportunities with any discrimination.
When it comes to the absolute validity behind an interview process, the answer can become a bit complex. There are a number of different things that can be wrong with the way interviews are given. Each interview process should look drastically different, depending on the level of job or complexity of the work. Without taking the proper steps to ensuring that your interview process is beneficial, it is difficult to ensure the right person is being hired for that particular job. Schmidt and Hunter conducted a meta analysis to determine what methods are the most effective tools to use while interviewing a potential new client. Per their research, there are at least 19 different ways for an interview team to conduct personnel measures. The exceptionally
People with criminal records face discrimination while looking for a job. Most job applications now ask applicants for past criminal history. The single question asks for their criminal history, in a checkbox is a form of discrimination. The Ban the Box policy has many positive factors which give individuals the opportunity to get employed without their criminal record affecting them. Although, there are few negative effects as well as not being able to know whether a conviction has been expunged or not. This paper will demonstrate how screening job applicants for criminal history prevents individuals to compete for employment and how employers often benefit from doing criminal background checks. It is very important to look in depth at what
...hat person could be in a position to purchase our goods or services and could remember how our company treated them. Interviews are frequently conducted virtually so it is sometimes difficult to get an open dialogue between the candidate and the hiring manager. The greatest opportunity for improvements is changes in the human resources department. Recently there was a shake-up in management at our company, and the head of human resources left the company “to pursue personal interests”. Hopefully some improvements will be made with a new leader.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)