Three Selection Tools:
- Criminal background check
- Drug test
- Aptitude skills test
Interviewing Methods I Would Prefer Over The Other Methods.
I find that a criminal background check would be a relevant employee selection tool for both positions. Especially for a supermarket worker. For example, several years ago, I worked for a well known fast food restaurant. At the time, my hours at the restaurant conflicted with school hours and I was unable to maintain an adequate GPA, I ended up quitting due to those circumstances. Unfortunately, my departure from the company unleashed a manner of evil no one expected. Management hired a new employee who appeared to be a decent worker. Surprisingly, the new employee ended up killing one of my ex-coworkers for petty cash in the register. Had the organization conducted a criminal background check, management would have been able to prevent such a horrific act. I feel as though a criminal background check is one of the best employment selection methods to utilize.
Advantage: Prevention of random acts of violence or unlawful employee conduct. A background check will give an organization the ability to make an informed decision on which candidate to extend a job offer to and which candidate to eliminate. It will also give an organization an opportunity to identify registered sex offenders, which is a critical source of information for any employer, especially if the candidate will be working closely with people, i.e. children, staff members, and/or consumers.
Disadvantage: conducting a background check would alienate certain individuals who may be trying to turn their life around for the better. There may be extenuating circumstances of illegal wrong-doing, however, a criminal history may prevent an individual from obtaining employment. If for instance, an individual needed to find employment as one of the terms and conditions of probation, an individual may be at a huge disadvantage if an organization does not render employment services to the individual.