Essay Sample Paper on Screening Process

Screening Process

Hiring of employees and agreeing on the terms of employment can be a challenging process for many organizations. Many firms conduct screening to job applicants to investigate the applicants’ background with an aim of establishing the truth about their claims, in addition to examining for any possible criminal history. Having a thriving screening process in an organization can create a difference between getting the perfect fit for the company and making terrible hiring decision. Organizations should embrace the screening process because it enhances the chances of getting the right candidates who can fit well in the firm’s corporate culture.

A quality screening process is essential for business success.  The main aim of screening potential candidates is to evaluate the skills and abilities of the job applicants in connection to the job performance (Willey, White, Domagalsi & Ford, 2012). Some of the methods that most employers use in the screening process include paper screening, phone screening, and interviews. A proper screening process enables the hiring manager to reduce the number of potential candidates, in addition to acquiring the information that would determine the kind of candidates to pursue. An in-person interview screening process offers the interviewers numerous nonverbal insights concerning the candidate’s capacity to work in the desired department.

Employers utilize screening policy to ensure that hiring of new employees is fair and consistent with the firm’s regulations. The implications of screening process are that it allows decision makers to minimize their time in decision-making process since they have the best choice (Beach, 2014). Knowing the conducts of employees in and outside their workplaces is critical in mitigating risk, as well as protecting the firm from negligent retention lawsuits. Screening process has enabled firms to save on training and mentorship, as they can hire the qualified candidates that do not require much training.  

References

Beach, L. R. (2014). Decision making in the workplace: A unified perspective. New York, NY: Psychology Press.

Willey, L., White, B. J., Domagalsi, T., & Ford, J. C. (2012). Candidate-Screening, Information Technology And The Law: Social Media Considerations. Issues in Information Systems, 13(1), 300-309.