Business

1) How would you do a complete background investigation on applicants to minimize concerns about negligent hiring?

Background information is very important for the employer since it reveals the characters and the real behaviors of the applicant. Increased lawsuits on negligent hiring have made employers to be more careful on the type of employee that are employed. For instance, when the action of an employee hurts someone outside the company, the employer is charged liable for the actions of his or her employee (Mathis & Jackson, 2008). This makes employers to be more cautions in the process of checking the past of an applicant.

As a resource manager, there are several ways that I can use to ensure I receive appropriate background information from an applicant. The first step I would take is analyzing the basic criminal records of the applicants. This is the most essential information about the applicant. By doing so, I would have not only protected the firm from fraud and robbery but also protected the rest of the company’s staff from violence.

The second factor I would consider checking about the applicant is his or her employment records and references. This gives the basic summary of what the applicant is all about especially in terms of working. It would offer me with reasons to why the applicant lost the previous job thus making me to be more careful on handling the individual. Another factor I would confirm about the applicant is his or her identification verification. This entails the name of the applicant, the identification card or passport, telephone number and home address (Mathis & Jackson, 2008). This would also assist in gauging out the applicants. Lastly I would check out the financial background of the applicant. This can be done by checking at the balance of money in the bank. It gives the potential ability of an applicant.

2.) Your Accounting Manager has decided that using a behavioral interview to select accountants will solve many hiring problems. What would you advise the Accounting Manager? Is this a good idea? Why/why not?

A behavioral interview entails what the applicant has to demonstrate in accordance to knowledge, ability, skills, and competence in work. This is done by the applicant using definite examples from the past experiences. This type of interview shows exactly want an applicant has been doing and not what he or she can do. It also gives a general view of what the applicant can do by giving a real life example that has happened to him or her and what measures were taken to rectify the situation. At this point, the interviewer is able to raise some crucial questions that will assist him or her to find out if indeed the applicant is competent for the job or not. The fundamental principle of the behavioral interview is that past experiences is a good analyst of upcoming performance.

After perusing though what behavioral interview entails, I would advice the accountant manager to use this type of interview in selecting the applicants. This is a good idea for him or her to use in the process of interviewing the applicants. This is because it provides details on how the interview can find out more on the ability of the applicants. This will assist the accountant in getting more competent employees (Mathis & Jackson, 2008). The behavioral interview will also assist the accountant in finding out the characters of the applicants since they will have to react to the real life experiences they have undergone in the past.

Reference

Mathis, R. & Jackson, J. (2008). Human resource management, Human Resource Management,     Edition12, Cengage Learning