PRE-SCREENING PERSONNEL AND VENDERS WITH THE HELP OF IQM SYSTEMS

Personnel Policy and Procedures: A Legal Basis

The Federal Department of Labor and the respective states establish regulations concerning personnel practices. Union contracts may commit to additional constraints. The client needs to be familiar with the variations in their community. Industry guidelines state substantially as follows: "The applicant's reputation for emotional stability, sobriety, nonviolence, reliability and trustworthiness should be examined through contact with appropriate references such as law enforcement, neighbors, former supervisors and coworkers who are not related to the prospective employee". In addition to this form of inquiry, there are techniques that are more objective. Examples are: drug testing, inventory of character traits through written tests, and official records checks. It is the recommendation of IQM, that the intake process begin with a statement to all prospects that it is the policy of the hiring company follow industry standards. Thus, prospective employees are formally made aware of the inquiries and tests to be done, plus other conditions of application and continuing employment. Thus, opportunity to withdraw application, or resign, is provided. For a program to be successful and also satisfy labor requirements, screening emphasis must be placed on documenting those undesirable personality characteristics that the employer wishes to exclude from the workplace. The Pre-screening of prospective employees is a process where employers seek to identify that person who is best suited for the desired work environment. This is accomplished by revisiting internal incidents and reviewing past experiences as defined in your industry's literature. The positive personality traits sought may be identified in written tests.

Personal Issues To Be Avoided Are:

Identified psychological problems;
Debilitating criminal background;
Illegal use or possession of drugs;
Non rehabilitated abuse of alcohol;
Susceptibility to blackmail; and,
Conduct affecting trustworthiness

Desirable Selection Traits Are:

Honesty;
Drug Avoidance
Nonviolent;
Sociability;
Emotional Maturity;
Strong Work Values; and,
Cooperation

Addressing the Personnel Selection Process

Management should seek cost effective methods for engaging the best available staff. It was pointed out that just the announcement of a security plan and its components is the biggest financial savings. The next most cost effective step is to issue a formal Authorization and Release form for signature. This document states that the applicant agrees to the inquiry to be conducted and the tests to be taken. An opportunity should be provided the applicant to privately review the form before signing. Poorly suited applicants tend to screen themselves out. The next step is to administer A Personnel Selection Inventory. This is a pencil and paper test. While that test is being scored, the applicant may begin the completion of the Personal Security Questionnaire.

References

A. Legal Perspectives

B. Legal Perspective

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