Employers Avoid Background Checks

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To ensure equality, organisations need to ensure that they run the same checks on all applicants for a job, at the same stage of the hiring process (for example, on all finalists for a position). Due to which, some employers may not choose whether to conduct background checks based on an applicant’s protected category, such as their race, colour, national origin, sex, religion, disability, or any other protected category which ensures that they don’t discriminate in the use of information from background checks. For example, if a credit history would disqualify an applicant, it must disqualify applicants of all races. Employers must also be careful to avoid any use of background reports that may result in its hiring – or rejecting – any class …show more content…

Voluntary redundancy is a way of preventing to make compulsory redundancies which may allow those who are unhappy or who are already considering leaving to go. Also, it can be a tough decision to forcefully make staff redundant, therefore, it can be easier on the employer when the staff self-select over redundancy. Offering voluntary redundancy is viewed as a more positive move from an employer than simply enforcing redundancy onto staff as this has a less damaging effect on a company’s reputation when employees choose of their own free will whether to put themselves forward. This method can eliminate disagreements and bad feelings and is far less devastating to overall morale than compulsory …show more content…

The aim of this practice is to develop polls of talented people, each of whom is adaptable and capable of filling several roles. It is never enough to have the right people in the right jobs, for now, you need to plan for tomorrow. That means understanding where we are heading and making we are developing the future leaders. When succession planning works wells, it helps you to spot people with the potential to lead and to develop them into the best possible leaders when they are needed. The best succession plans work with your organisation’s culture and long-term strategy, creating a strong, high-quality pipeline of motivated, talented future leaders and managers. For example, at Hay Group, employers use their experience and research to understand how particular roles contribute to the business and what it takes for people to succeed in them (Hays group,

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