Screening Methods for Accurately Evaluating Job Applicants
Genevieve Northup, Premium Member
During pre-employment screenings, the most commonly reviewed data is companies worked for, positions held and duration at each position (Zeidner and Prost as cited in Cascio, 2010, p. 245). Yet, this information is also the most likely to be misrepresented (Zeidner and Prost as cited in Cascio, 2010, p. 245).
How can hiring officials protect against such falsification? By using following alternative screening methods:
Schmidt and Hunter (as cited in Cascio, 2010, p. 249) found that the tests were among the most accurate pre-employment “predictors of job performance”. In particular, there is a correlation between high aptitude test scores and the ability to address challenging management issues, such as "unforeseen change" (Cascio, 2010, p. 250).
- Conduct background checks
- Search social networking sites
- Contact references
- Conduct general aptitude tests. These cover a variety of IQ-related fields, including reasoning, writing, mathematics and communication skills.
- Conduct work-sample tests. These are scenarios involving job requirements, such as article prompts for candidates applying for writing positions or computer troubleshooting for IT applications.
Source: Cascio, W.F. (2010). Managing Human Resources: Productivity, Quality of Work Life, Profits. (8th ed.). NEW YORK, NY: McGraw-Hill Companies, Inc.