NCJ Number
136298
Journal
Security Management Volume: 36 Issue: 4 Dated: (April 1992) Pages: 63-64,66,69-70
Date Published
1992
Length
5 pages
Annotation
These guidelines for screening employees encompass the use of resumes and applications, reference checks, interviews, background checks, written tests, and drug tests.
Abstract
A well-designed application can make screening more effective. Every item on the application should be job-related, and every statement made by the applicant should be checked. The previous-employment section should be comprehensive and detailed and provide for the applicant to account for employment over the last 10 years. Other sections should document education and include personal as well as employer references. References should be checked with the use of a checklist of questions to ensure that all relevant items are covered with the reference. For particularly sensitive positions, an independent reference check with neighbors, acquaintances, and unlisted coworkers might be required. An effective interview with the job candidate can reveal much about the candidate. Let the candidate do most of the talking through open-ended and hypothetical questions. Background checks are important, since the best predictor of a person's future behavior is past behavior. Written tests are usually divided into skills tests, integrity or honesty tests, mental ability or intelligence tests, and personality or psychological profiles. A pre-employment drug and alcohol testing program, carefully drafted and intelligently administered, can be an effective screening tool; however, employers must be willing to spend the time and money to obtain quality testing.