Effectiveness Background Checks

The initial assessments methods all in some way have their usefulness. However, some may have more advantages over the other when evaluating their overall effectiveness. Resumes and cover letters are written from the viewpoint of the applicant and the information provided controlled solely by the applicant thus providing possible significant problems when assessing the validity of the information. According to our reading “résumés posted on its website and found that nearly half (42.7%) had “significant inaccuracies.” A background checking agency found that 56% of résumés contained a falsehood of some kind” (Heneman, Judge & Mueller-Kammeyer, 2012, p. 379). Application blanks provide an opportunity for applicants to fill in the information requested by the company. The key to the application is the company directs what information is needed, which provides a better opportunity for gather omitted information and ensuring members meet the qualifications required to be successful in the position. References have limitations, as previous organizations are reluctant to provide information due to the fear of lawsuits. Therefore, their effect many seem minimal to the process. While reference checks may have minimal results background checks provide much information. They are useful in identifying discrepancies, which have been found to be high. “According to one source, more than half (51.7%) of the applicants in the nonprofit industry had …show more content…
These tests have validity in a wide variety of jobs so they can be utilized in most positions, are the most valid, and have a significant predictability in job performance. The primary concern is ensuring they can be employed in testing all minorities to ensure diversity in the workplace. I am not a huge fan of personality testing, as I believe it is easy to provide the answers you think others are looking for rather than the correct