Human Resources Testing of Candidates Essay -- HR Human Resources

IntroductionAmong some of the nearly critical decision that human resource has to excite is the biggest decision to hire the right person for the job. After the initial application and interviewing has been done, HR has a potential candidate they must conduct an application screening. I will discuss HR process of straining application on their ability to perform the job and credit reports use to interpret if the candidate is a good or bad candidate to hire. TestingThe question is what rise does HR use? There are so many test programs gettable that are design to test a variety of assessments, testing employees have become over whelming for HR. There is no one test that can determine if HR has chosen the right candidate. If a candidate cogent to pass the test, it will not show what kind of work habits, reliability, trustworthiness, honesty, leadership, ardent or take aim of stress that a candidate can tolerate. The selection of test has to fit the job description that a can didate is applying for. For example if a candidate is applying for administrative job there selection would be a typing test or aptitude test, stress test, construction worker would take a test on math , financing person would take a test math, behavioral Test result defines candidate skills to see if they can do the job. The more than in depth organizations dig into candidate ability to undercover the skill the more it will cost the organization. Because there are so many test available HR has to take into an account that multi testing candidates will cost an organizations millions of dollars. The least cost effective ways to test potential candidates, using root and pencil, highly technology software testing cost millions of dollars especially if an... ...said, because they need the job.ConclusionHR is responsible for making sure that potential candidates go by dint of an application screening, testing and credit check before they are hired. It is important to make sure tha t the right candidates are hired by using the most cost effective testing tools to determine application, interview and references to determine if their are the right candidate. Works CitedOsborne, J E. (1996, December). Improving hiring decisions Employee testing of candidates. Getting Results ... for the Hands - On Manager, 41(12), 6-7. Retrieved November 29, 2010, from ABI/INFORM Global. (Document ID 10508917).Thomas Frank. (2009, February 13). Job credit checks called unfair Needy hurt most 5 states eye limits. USA TODAY,p. A.1. Retrieved November 29, 2010, from ProQuest Newsstand. (Document ID 1645005741).