1. Why is it important to conduct pre-employment background investigations?

Outline
how you would go about doing so.

Pre-employment background checks are a crucial component of the employment process

because they provide employers with the knowledge, they need to make choices that promote a
morally and physically safe workplace. Employers that embrace these investigations as a
strategic objective may create a staff that embodies the company's standards and values while
also safeguarding their organization from any threats.

2. Briefly discuss and give examples of at least five common interviewing mistakes.
What recommendations would you give for avoiding these interviewing mistakes?

While conducting interviews with candidates is an important step in the recruiting process
and provides insightful information, certain typical blunders might compromise its efficacy.
Encouraging a pleasant applicant experience and making well-informed hiring decisions depend
on identifying and fixing these mistakes.

 Talking Too Much: Candidates may be prevented from expressing themselves

completely or from sharing important information if interviewers take over the
conversation.
 Failure To Assess Cultural Fit: Neglecting to evaluate a candidate's fit with the
company culture might lead to poor integration and dissatisfaction.
 Being Unprepared: Many professionals, without adequate training, are taking part in
interviews where they hope their personality is going to impress the selection committee
and get them a job. Lack of preparation is all an indication that they are bored and
uninterested in the organization and positions, which makes them less likely to succeed.
 Not Talking Enough: If you talk too little in the interview, it's going to give a bad
impression and indicate that you don't have confidence. By doing practice interviews
with your colleagues, you'll gain a better understanding of how to negotiate between
talking too much and not speaking at all.
 Arriving Late: The fact that you arrive late for the interview, because there's not enough
time to get settled in and collect yourself, reduces your chance of getting a job.

3. Suppose your organization needs to hire several computer programmers, and you
are reviewing résumés you obtained from an online service. What kinds of
information will you want to gather from the “work experience” portion of these
résumés? What kinds of information will you want to gather from the “education”
portion of these résumés? What methods would you use for verifying or exploring
this information? Why would you use those methods?

The answers provided shall be subject to change. Nevertheless, student comprehension of the
Chapter's concepts should be indicated in all responses. Examples of suggested responses
include: you need to know if the applicant has experience with a particular type of work that is
up for recruitment at an organization; you should ask whether there are educational qualifications
to demonstrate greater knowledge about what they're going to do. To verify or investigate the
information provided, you will need to conduct a thorough background check, including
obtaining referrals from educational institutions, employment references, and conversations with
previous employers. These methods are aimed at ensuring that the candidate is the best fit for the
open position.

4. Suppose you are a human resource professional at a large retail chain. You want to
improve the company’s hiring process by creating standard designs for interviews,
so that every time someone is interviewed for a particular job category, that person
answers the same questions. You also want to make sure the questions asked are
relevant to the job and maintain equal employment opportunity. Think of three
questions to include in interviews for each of the following jobs. For each question,
state why you think it should be included.

a. Cashier at one of your retail stores.

What is your prior experience as a cashier?
This should be asked to determine if this applicant is a good fit for your organization.
This allows managers to know whether applicants need training and what investments the
company needs to make to upskill applicants.

Why would be able to work flexible times and shifts?

Must be included to identify how this applicant can fill the shoes of employees who may
leave. This will be a valuable asset to applicants as it will give supervisors the security to protect
their employees.

Describe a time you went above and beyond in your position.

This is an important question because it shows the applicant's character and willingness
to collaborate and help consumers and employees.

b. Salesman at your stores’ teen clothing line.

What is your background in becoming a salesman especially of a teen clothing?
This allows applicants to demonstrate their sales expertise and how it relates to this
particular level of salespersonship, specifically for "Teen Clothing".

What do you feel you can bring to the table becoming a teen seller of a clothing?
This question allows candidates to reflect on their skills and highlight talents that the
company can utilize.