To select the candidate many of the test conducts.Which clearly
tell about the Candidate.Selection test can be divided into two
categories Personality test and appititude/ability test.
- Personality test -The principle behind the Personality test is
that it can measure by the candidate personality characteristics by
asking and analyzing the candidate feelings, thoughts and
behaviour.Personality test play a important role to deciding
whether the candidate have the enthusiasm and motivation that the
Company is looking for and whether the candidate will fit in the
organization in terms of candidate's personality, attitude, and
general work style.Personality test can be applied in the early
stage of the selection process to scree out the candidates.who are
likely to not fit in the organization or unsuitable for the
company
- Appititude test - Appititude test is designed to the
intellectual performance of the candidate.These kinds of Appititude
test are generally classified into the groups include the Verbal
reasoning, abstract reasoning, numeric reasoning, work sampling
etc.The advantage of Appititude testing is that you get the result
in a short period of time.
The three concern that Hr should aware as conduct a background
check on potential employees:
- Safety/Security - The first and vary important concer that Hr
should aware is Safety and Security of the other employee.While
checking the background of the employee.Always check that the
Employee is good or not.Employee is able to provide the safe
workplace for other employees or not.Before finalizing the employee
checking the criminal background can help the HR to know about the
employee.
- EEOC - Equal Employment Opportunity Commission is one of the
concern that Hr should aware before the background check on
potential employees.The decision of recruitment is not taking on
the basis of Caste, gender, religion, nationality etc.By not
discriminating and giving equal chance to all candidate help the HR
to find the potential candidate for the company.
- FCRA - Fair Credit Rating Act help the Company to give the fair
rating without discriminating any candidate.Under the FCRA company
have to tell the employee that you might use the information for
the background check.So, it help the HR to follow the legal rule
and give the equal opportunity to all the potential employee.
The six legal concern HR should be aware of in the interviewing,
testing and entire selection process :
- Job posting - Hr should have aware the legal concern during all
the time of process that any candidate should not be
discriminated.According to the Human Right Code any company can't
be discriminate the person on the basis of Gender, Colour, place of
origin, religion, material status, age etc.
- The interview - On the time of interview HR should aware that
he/she must not intentionally or unintentionally asked the question
that are prohibited.HR should not ask the question that hurt the
sentiment of the candidate.
- Making fun of there disability - If the candidate is disable,Hr
should be aware that he can not make fun of the candidate in any
type.if he/she is disable or not.
- Making the offer - After the entire selection process,when the
HR is offer the job he must be offer the equal pay to all the same
level candidate.According to BC human right act,company can't
discriminate between the candidate on the basis of pay.
- Checking reference - During the background check,Hr and the
Company should aware about the federal and state law that you can
not ask about the disability or the performance level to the
candidate.it is against the law to embarrass the candidate.
- Pre employment assessment - Many company require the potential
hires to take part in the requirement process.So, the persons or
the HR should aware that are not required the high unreasonable and
strict selection process.which promote the discrimination and
invade the privacy of the candidate.