With increasing competition in job market, there is also an increase of fake credentials and forge documents provided by the candidates to get a higher position. These types of candidates not only deprive of the right of other candidate who have the original credentials, but also dangerous for the company itself. Therefore, the importance of pre employment background screening has been increasing with every single day.
Background screening of an employee is primarily a work of Human Resource department of a company. But most of the companies hire professional background screening companies to do the task for them. There are several good reasons for hiring a professional company. We will discuss few of them in little detail.
First and foremost reason for hiring a professional screening company is that, if a screening company is good, it will certainly have years of experience in employment verification, criminal background screening, educational document verification and so on. Hence, these companies can screen the background of a candidate far better than the in-house screening done by the human resource department.
UK employment disputes grievances and court structure is illustrated by the high-profile Chagger v Abbey National plc & Hopkins (2006) legal case, where the Tribunal made a finding of racial discrimination which led to the record 2.8 million compensation award. Abbey Santander banking group (the UK retail bank due to be re-branded as Santander price, and being part of the gigantic Emilio Botin Banco Santander Central Hispano Group, BSCH) terminated Balbinder Chagger’s employment in 2006, asserting compulsory redundancy as the reason. Mr Chagger, on the other hand, believed the true reason behind his dismissal was racial discrimination. Mr Chagger was of Indian origin and worked as a Trading Risk Controller for Santander 2009. He earned about 100,000 per annum and reported into Nigel Hopkins.
An employee who has suffered employment related unfairness and/or discrimination could decide to make an appeal. The initial place of appeal would be to the employer, in the form of a formal grievance. The employee lodges a formal grievance letter with the employer, and the employer is responsible for processing the grievance and deciding the outcome. Thus, the employer is given the first the opportunity to handle the employment dispute and to close it satisfactorily. Mr Chagger’s grievances and issues, however, were simply dismissed out of hand by Emilio Botin Abbey Santander share price.
If the employee and the employer are unable to resolve their employment dispute by themselves, then the employee may appeal to an Employment Tribunal for an objective resolution. UK Employment Tribunals will hear matters about redundancy payments, unfair dismissal and discrimination. Mr Chagger took his matter to the Employment Tribunal by initiating legal action against both Santander Abbey and Mr Hopkins, on the grounds of unfair dismissal and racial discrimination. The Employment Tribunal considered the evidence and ruled that Mr Chagger had in fact been both dismissed unfairly and racially discriminated against by both Abbey Santander and Mr Hopkins. In order to remedy the wrong of race discrimination Santander Abbey had committed, the Employment Tribunal ordered the company to reinstate Mr Chagger. However, Santander Abbey refused to comply with the Employment Tribunal’s reinstatement order. The Employment Tribunal then ordered Abbey Santander to pay Mr Chagger 2.8 million compensation for his loss, as an alternative to reinstatement.
Surveys conducted by independent agencies show that a whopping 80 % of the graduates rely solely on online resources to search for jobs. This clearly shows the amazing popularity that online recruitment enjoys among potential employees. It is clear from the above figure that businesses who are investing in newspaper advertising to recruit graduate talent for their organizations are clearly wasting their time and money.
In another study recently conducted by an employment agency a whopping 89% of the surveyed candidates stated that they only search for jobs online and nowhere else. They have gained a clear impression that major companies use online resources exclusively for all their recruitment needs. Newspaper advertisements for jobs, they feel, do not reflect the best jobs available in the recruitment sector.
Specialist recruitment agencies claim that the number of hits they get on their online recruitment sites have increased tremendously over the last three to four years. Respondents also claim to use social networking sites such as Twitter, LinkedIn and Facebook to look up corporate website updates. Fresh vacancies are usually put up by corporate on their Facebook account site through their status updates before they are made public through other sources.
As we approach the end of the year, we are also approaching the end of President Obamas first year in office. You might be wondering how he is doing, based on actual numbers (rather than political spin).
Obama clearly inherited a difficult situation economically. Only two others in the modern era came even remotely close. One, of course, was FDR, but unfortunately the data from then is rather sparse, and mostly available on just an annual basis, or at best quarterly (good economic data was one of the by-products of the New Deal).
The other who inherited a difficult economic situation was President Reagan. Granted, the type of difficulty was very different under Reagan, and presidents — like quarterbacks — get too much of both the praise for a good economy and the blame for a bad economy.
Many companies realize the considerable cost involved in hiring, training and retain employees. One approach that companies have started to use is to include personality tests in the hiring process. Personality tests can provide a scientific approach to identifying candidates that are the right fit for the work environment. A number of different personality tests have been used in these situations, and the results can be helpful in a number of ways.
What Exactly is Personality Testing and How is it Used in Hiring?
Personality is a set of preferences of thought or action that comes natural to someone. Most researchers believe that personality become set at a young age and does not change. Personality characteristics can explain why some people are natural organizers, why some make decisions based on facts and not feelings and why some are comfortable with limited personal interaction. Personality types are never negative, but certain personality types work better with other types. People of specific personality types are draw to certain positions.