Pre-Employment Screening Process

Create and submit a 5-6 page report detailing a pre-employment screening process.

Introduction

Through an effective recruiting strategy aimed at recruiting talent, employers will attract a candidate pool of highly qualified applicants. Next, employers must decide how to limit the candidate pool to begin the pre-employment process and ultimately select the top talent to hire. In this assessment, you will integrate effective strategies to create a recommended pre-employment screening process for a retail organization.

Overview

For this assessment, assume you are a HR professional and have been tasked with creating and reporting on a pre-employment screening process for a retail organization.

Planning

The time it takes to complete an assessment can vary greatly. But it often takes longer than we think to explore the scope of a task, research it, write a draft, and then come back and revise it. Consider the following as rough guideposts for setting aside the time you need to do your work. You will want to adjust these as you learn more about your own pace and working style.

• Research and reading: 4 hours.
• Interactive activities: 30 minutes.
• Writing: 6 hours.
• Revising: 2 hours.

Instructions

In a 5–6 page report, explain your pre-employment screening process. Include the following:

• Examine how the initial candidate pool will be limited.
  • Examine the factors you will use to limit the initial applicant pool. For example, if you receive 200 resumes for an open position, what factors will you consider to determine which candidates will move to the next step in the process?
• Explain why your selected type of interview is the best choice for a first interview.
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  • Describe the type of interview you will conduct for your initial interview (telephone, Zoom, in-person), and substantiate why this is the best choice for the retail organization.
• Examine pre-employment background checks and the sequence of use for screening candidates.
  • Determine which pre-employment candidate background checks will be required (Criminal Background checks, Drug Tests, Reference checks, et cetera).
  • Explain when the pre-employment candidate checks will be conducted during the pre-employment process.
• Examine assessment methods that will be used to screen candidates and how they will be sequenced.
  • Explain which pre-employment assessments will be used (aptitude/skill assessments, et cetera).
  • Explain when the pre-employment assessments will be conducted.
• Explain how technology impacts the selected assessment methods.
  • Explain how technology will impact the screening and selection methods you chose.
• Articulate possible legal issues associated with screening candidates.
• Communicate in a manner that is scholarly, professional, and consistent with expectations of members of the human resources profession.
  • Be sure you communicate in a scholarly, professional manner that addresses the intended audience and is free of grammatical and mechanical errors.

Submission Requirements

Your report should meet the following requirements:

• Written communication: Written communication is thoughtful and free of errors that detract from the overall message.
• APA formatting: References and citations should be formatted according to current APA style and format. See Evidence and APA.
• Length of assessment: 5–6 typed, double-spaced pages.
• Font and font size: Times New Roman, 12 point.
• Communication: Understand the audience and communicate professionally.

Refer to the assessment scoring guide to ensure that you meet all criteria. To earn full points for each criterion, be sure to note the details on what constitutes distinguished performance.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 2: Assess approaches for recruiting, selecting, and retaining talent.
  • Examine how the initial candidate pool will be limited.
  • Explain why a selected type of interview is the best choice for a first interview.
  • Examine pre-employment background checks and the sequence of use for screening candidates.
  • Examine assessment methods that will be used to screen candidates and how they will be sequenced.
• Competency 3: Explore technology tools that support recruiting and staffing management.
  • Explain how technology impacts the selected assessment methods.
• Competency 4: Analyze the impact of legal and regulatory issues on staffing management.
  • Articulate possible legal issues associated with screening candidates.
• Competency 5: Communicate in a manner that is scholarly and professional.
  • Communicate in a manner that is scholarly, professional, and consistent with expectations of members of the human resources profession.