Chapter 9: Making the Hire—Final Assessment of

Candidate–Job Fit
 Introduction

• There are selection methods to choose that will aid in effectively hiring applicants
• Appropriate methods will allow you to extend the job offer to most qualified
• biodata, job application forms, background checks, references, and
recommendations

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 Biodata and Application Forms

• Biodata defined
• Biodata tools can capture any KSAO
• One biodata tool is the application form
• Application form supplies details about the career trajectory and job experiences
• Weight biodata items on applications

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 The Role of Application Forms in the
Selection Process (1 of 2)

• Facilitates comparisons across applicants because of standardized format

• Useful for prescreening other stages of the hiring process
• Legally binding opposed to a resume
• Can be used for verification purposes and background checks

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 The Role of Application Forms in the
Selection Process (2 of 2)

• Applications can include items that gather details about applicant’s background
• Can capture training, mentoring programs, and education
• Can focus on committees and development opportunities from previous
employers

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 Elements of a Job Application Form

• There are standard biodata elements for most application forms:

• Applicant’s Full Name, Residential Address, Phone Numbers, E-mail Address,
Education, Work History, Awards, Volunteer Work, References
• Photos cannot be requested because of concern of revealing demographic identity

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 Spotlight on Technology: Implications of Using
Social Media Content in Hiring Decisions (1 of 2)

• Employers use social media to collect information about candidates

• One can view photo and qualifications
• Controversial as to whether this information should be used in hiring
• If someone is denied a job, if social media was used, then can allege
discrimination

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 Spotlight on Technology: Implications of Using
Social Media Content in Hiring Decisions (2 of 2)

• EEOC discourages use of social media to collect data due to demographic

information being linked
• Some dispute that this is an invasion of privacy--privacy laws may be violated
• However, companies still use these data
• Applicants should be cautious about the image they present on social media

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 Background Checks (1 of 2)

• Background check defined

• Prevents negligent hiring
• Used in all jobs at all levels and all areas
• Conducted toward end of hiring process
• Use of a reputable company is recommended rather than a company conducting
its own background checks

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 Background Checks (2 of 2)

• Different background checks exist:

• work history verification
• education verification
• criminal history
• credit check
• driving record

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 Work History Verification

• Calling references to verify work history

• Background check companies can take care of contacting former employers
• Better to outsource task to ensure confidentiality and minimize legal risks

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 Education History Verification

• Used for jobs requiring education/training

• May also be used when currency of licenses is a concern
• Includes collection of following data:
• High school, undergraduate/graduate college degree completion, certifications,
GED, and licenses

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 Criminal History

• Conducted because of concern for safety and welfare of customers and employees
• Critically important for some jobs
• State laws differ in type of data one can collect
• Challenge of discrimination as a result of criminal history background checks

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 “Ban-the-Box” Movement Grows Nationwide

• Raising awareness of those who are denied employment due to criminal history
• Employers attempt to remove items on application forms requiring information
about criminal offenses
• Some states have “ban-the-box” legislation
• Employers are aiming to be more inclusive

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 Credit Check

• Used for hiring for jobs tied to money, budgets, investments, and finance
• Credit check involves collecting records related to bankruptcy, loans, and
collections
• Consent must be received from candidate to conduct credit check
• Fair Credit Reporting Act is relevant

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 Driving Record

• Obtain driving history on an application from the Department of Motor Vehicles

• Important for jobs requiring driving
• May provide any of the following information:
• Class of license, CDL status, license issue and expiration dates, restrictions and
endorsements, motor vehicle violations, DUI, suspensions, accidents, driving
convictions

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 Reference Checks (1 of 3)

• To collect work history and work behaviors

• Professional, personal, and/or academic references
• Several methods for reference checks:
• Recommendation letter
• Contact information for references
• E-mailing a reference form to references

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 Reference Checks (2 of 3)

• Moderate validity for predicting job performance given meta-analysis

• Only effective in selection if recommender:
• Has worked with candidate reasonable length of time
• Has viewed candidate in multiple situations
• Has objectivity and examples of their work

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 Reference Checks (3 of 3)

• The recommender needs to be carefully selected for gathering job-relevant data

• Legal risks exist in previous employers sharing negative information
• Useful tool for narrowing down applicants and deciding who receives job offer

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 Recommendation/Reference Letters

• Candidate selects recommender

• Drawback is that letter is overly positive, excludes job relevant data
• Structured recommendation forms are recommended
• These forms request specific information

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 Structured Phone/E-mail Questions (1 of 2)

• More control over content of reference check than reference letter

• Phone reference checks’ problem of misinterpretation of questions
• Phone reference checks’ problem of poor recording/note-taking of details shared

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 Structured Phone/E-mail Questions (2 of 2)

• Phone reference checks’ problem of scheduling compatibility

• Phone reference checks’ problem of recommender verbally sharing information
that they deny sharing

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 Structured Online Forms

• Has greater efficiency than other methods

• Online form can include open-ended questions, rank order, forced-choice
checklist, rating scale–based items
• Avoids problem of inaccurately recording information and denial of details shared

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 Pre-Employment Testing

• Involve drug screening or physical exams

• Given in only some job types
• Drug policy must be present for testing
• ADA accommodations must be given in physical exams
• Important to avoiding negligent hiring

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 Making a Job Offer

• Final stage of hiring process

• Job offer given through phone call, e-mail, or mailed letter
• Contingency offer entails an offer given results of drug test or background check
• Includes discussion of pay, start date, location, schedule, employment at will

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 Employment at Will (1 of 2)

• Started in 19th century

• Employment can be ended at any time
• Does not apply if written contract exists
• State laws differ as to whether a just cause for termination must be present

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 Employment at Will (2 of 2)

• Several exceptions to the employment at will principle exist

• Public policy exception
• Implied contract exception
• Covenant-of-good-faith exception
• In most cases, absence of just cause for termination increases liability risks

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 Transitioning from Job Candidate to Employee

• Onboarding is needed for new employees

• Onboarding aids in facilitating grasp of person–job fit and person–environment fit
• Effective onboarding should align with other HR systems (e.g. training,
performance management)

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 Summary

• Biodata tools are critical in hiring process

• Application forms and background checks are common biodata tools
• Different types of background checks exist
• Reference checks have many forms
• Preemployment testing should be used
• Job offers and onboarding entail planning

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