Human Resources Testing of Candidates

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Introduction

Among some of the most critical decision that human resource has to make is the biggest decision to hire the right person for the job. After the initial application and interviewing has been done, HR has a potential candidate; they must conduct an application screening. I will discuss HR process of testing application on their ability to perform the job and credit reports use to determine if the candidate is a good or bad candidate to hire.

Testing

The question is what test does HR use? There are so many test programs available that are design to test a variety of assessments, testing employees have become over whelming for HR. There is no one test that can determine if HR has chosen the right candidate. If a candidate cogent to pass the test, it will not show what kind of work habits, reliability, trustworthiness, honesty, leadership, ardent or level of stress that a candidate can tolerate. The selection of test has to fit the job description that a candidate is applying for. For example: if a candidate is applying for administrative job ; there selection would be a typing test or aptitude test, stress test, construction worker would take a test on math , financing person would take a test math, behavioral Test result defines candidate skills to see if they can do the job. The more in depth organizations dig into candidate ability to undercover the skill the more it will cost the organization. Because there are so many test available HR has to take into an account that multi testing candidates’ will cost an organizations millions of dollars. The least cost effective ways to test potential candidates’, using paper and pencil, highly technology software testing cost millions of dollars especially if an...

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...said, "because they need the job."

Conclusion

HR is responsible for making sure that potential candidates go through an application screening, testing and credit check before they are hired. It is important to make sure that the right candidates are hired by using the most cost effective testing tools to determine application, interview and references to determine if their are the right candidate.

Works Cited

Osborne, J E. (1996, December). Improving hiring decisions: Employee testing of candidates. Getting Results ... for the Hands - On Manager, 41(12), 6-7. Retrieved November 29, 2010, from ABI/INFORM Global. (Document ID: 10508917).

Thomas Frank. (2009, February 13). Job credit checks called unfair :Needy hurt most; 5 states eye limits. USA TODAY,p. A.1. Retrieved November 29, 2010, from ProQuest Newsstand. (Document ID: 1645005741).

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