I need a discussion response to my peers discussion post 1) When selecting exter

Question

I need a discussion response to my peers discussion post

1)      When selecting external job applicants, HR departments often perform a background check on potential employees. They also ask for recommendation letters and a list of 3 references. How effective you do believe those (recommendation letters, background check, and checking references) are in selecting the best possible employees?

The external recruitment process has several different phases with the first being strategic planning. Then the message formulated is communicated to the following applicants. Finally, the organization will implement its chosen strategy based on careful consideration of all factors (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 207). This is where the selection process takes off and certain criteria is viewed. I think background checks are effective and necessary. Our text tells us that backgrounds about job applicants can also come from people familiar with the applicant for example employers, creditors, and neighbors (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 390).

2)      Are recommendation letters objective? Why or why not?

Letters of recommendation have several issues making them objective. Our text gives us several examples that show how these letters can become objective. For example, these letters make it hard to discern the more qualified because all are positive and can focus on different aspects. Also, a study found many applicants write their own letters of recommendation (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 391)

3)      What types of questions should HR be asking when calling a reference?

As a human resource employee there are several questions that are typically asked. The most common include criminal checks, employment eligibility, former employers, dates of previous employment, and former job titles (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 391-392). These questions are important and critical to the hiring process and that the same information be asked about all applicants. This will help with objectivity during this process.

Chelsea Bakels

Resource

Heneman, H., III, Judge, T., & Kammeyer-Mueller, J. (2015). Staffing Organizations (8th ed.). New York, NY: McGraw-Hill.

Explanation / Answer

1)

Recommendation letters can be effective in applicant selection. These letters show the level of contacts of the job applicants and also the persons with whom they associate. Moreover, recommendation letters written in an objective manner often help the recruiting organization in getting the true picture about the job applicant and also about his/her professional achievements.

Background checks are necessary to find out about the existence of any criminal record of the applicant, the personality (to a certain extent) of the applicant, his/her social life, hobbies and similar other information.

Checking of references helps the recruiters to know the authenticity of the applicant and his/her rapport with others.

2)

Recommendation letters can be objective when there is a proper mix of admiration and criticism for the applicant and an honest assessment of the applicant has been carried out by the recommending persons. Recommendation letters can be objective in the absence of any biasness toward the applicant.

Recommendation letters can also be objective when the recruiting organization asks for recommendations about the applicant from the concerned persons without his/her knowledge.

However, recommendation letters may not be objective when the applicant has influenced the persons giving their recommendations or has pressurized them to give a favorable recommendation without highlighting any negative aspect about him/her (the applicant).

3)

Following are some of the important questions that HR should be asking a reference (say a former employer or ex-colleague):

(i) In what capacity do you know the applicant?

(ii) How long have you known the applicant?

(iii) How good was the applicant in discharging his/her work?

(iv) What are the key skills of the person?

(v) What have been some of the major accomplishments of the applicant?

(vi) What are the key strengths and weaknesses of the applicant?

(vii) Why did the applicant leave the job?

(viii) How good is the applicant as a person?

(ix) Would you rehire the person in the future?

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