WEEK 6 DISCUSSION HRA

1

4

Please address each part of this assignment. APA format. Please cite scholarly authors.

1a.Your boss sent you the following email this morning: "Headquarters just told us we need to cut our HR department costs and our time to hire. I need you to look at our selection procedures and recommend what tools we can eliminate from our process to save time and money."

Choose TWO of the following selection procedures to eliminate. ( Note: when responding, assume none of these procedures are required by law):

·  Resume Check

· Biographical Information Blank

· Job Knowledge Test

· Panel Interview

· Application

· Reference Check

· Integrity Test

· Drug Test

   Which procedures would you recommend eliminating? Defend your recommendations: Why did you suggest these specific procedures? Where and how could you compensate for the eliminated procedures?

Be sure to review the Discussion Guidelines in the Start Here menu before posting.

**********************************************************************************************

1b.

Specifically, focus your responses to your peers' initial postings using the following prompts:

Clockify. (n.d.).  Pre-employment drug testing laws by state — Detailed guide. Clockify. Retrieved February 18, 2025, from  https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state

FEDweek Staff. (2019, May 29).  MSPB weighs pros, cons of ‘integrity testing’. FEDweek. Retrieved February 18, 2025, from  https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/

Nagele-Piazza, L. (2020, January 21).  Workplace drug testing: Weighing the pros and cons. Society for Human Resource Management. Retrieved February 18, 2025, from  https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons

JA.

When implementing the best interview, the first step should be to create policies and procedures that abide by federal and state laws while supporting the company’s vision, mission, values, and strategy, regardless of the candidate's area (Burgess-Wilkerson, 2008). The two selection procedures I would recommend eliminating are reference check and biographical information blank.

Reference Checks

Our reading of the HR Specialist: Texas Employment Law (2013) article found that using discretion in hiring while still thoroughly investigating candidates' backgrounds will ensure that a “duty of care” was taken to protect workers, customers, and clients from injury caused by an unfit employee who showed signs during the hiring process of posing a risk. A resume check verifies that what a candidate submitted on their employment application is accurate. Since we already have this as part of the hiring process, reference checks seem to be an additional layer that does not provide a true picture of the candidate's skills, work style, or work ethic.

Reference checks, while seemingly a valuable tool, often fall short in providing a comprehensive view of a candidate's skills and work ethic. Candidates typically select references who will speak favorably of them, leading to a biased and subjective perspective on their performance and workplace behavior (Dewar, 2025).

Biographical Information Blank

The accurate measure of validity for an employment test should not just be based on the ability to master and take a test but also include ways to measure the performance of the developed abilities in areas such as diligence, persistence, energy, and drive (Sackett et al., 2008).        Selection tests for potential employees have long been scrutinized for companies' fairness and true ability to “funnel” the knowledge, skills, abilities, and other characteristics (KSAOs) they are searching for to pool the right candidates to interview. Biographical Information or BioData is a software or document providing comprehensive details about an individual’s personal and professional life (TemPostions, 2024). This information is collected based on a series of questions and other sources such as education, publications, awards, and other academic achievements. BioData shows a potential candidate's cultural and personal background, not just professional capabilities (Dewar, 2025).  This information is nice to have, but the amount of time, resources, and money spent to find out this new hire’s cultural and personal background can be answered by specific questions during the panel interview. As a side note, be careful when including BioData because this could violate equal employment opportunity laws (EEO).

Hiring processes should be adaptive, tailored to the unique skills, hiring practices, and ethical norms of each job. No one-size-fits-all set of selection procedures exists. It's crucial to go beyond selection systems and personally interview candidates. This direct interaction allows for a more accurate assessment of their individual drive and level of work ethic.       

                                                                  References

Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.  Business Communication Quarterly,  71(1), 100–102.  https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379

Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.  https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks

Hidden liability: Understand the risks of negligent hiring. (2013).  HR Specialist: Texas Employment Law,  8(7), 4.

Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.  American Psychologist,  63(4), 215–227.

TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.  https://www.tempositions.com/blog/what-is-biodata/

1

4

Please address each part of this assignment. APA format. Please cite scholarly authors.

1a.Your boss sent you the following email this morning: "Headquarters just told us we need to cut our HR department costs and our time to hire. I need you to look at our selection procedures and recommend what tools we can eliminate from our process to save time and money."

Choose TWO of the following selection procedures to eliminate. ( Note: when responding, assume none of these procedures are required by law):

·  Resume Check

· Biographical Information Blank

· Job Knowledge Test

· Panel Interview

· Application

· Reference Check

· Integrity Test

· Drug Test

   Which procedures would you recommend eliminating? Defend your recommendations: Why did you suggest these specific procedures? Where and how could you compensate for the eliminated procedures?

Be sure to review the Discussion Guidelines in the Start Here menu before posting.

**********************************************************************************************

1b.

Specifically, focus your responses to your peers' initial postings using the following prompts:

Clockify. (n.d.).  Pre-employment drug testing laws by state — Detailed guide. Clockify. Retrieved February 18, 2025, from  https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state

FEDweek Staff. (2019, May 29).  MSPB weighs pros, cons of ‘integrity testing’. FEDweek. Retrieved February 18, 2025, from  https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/

Nagele-Piazza, L. (2020, January 21).  Workplace drug testing: Weighing the pros and cons. Society for Human Resource Management. Retrieved February 18, 2025, from  https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons

JA.

When implementing the best interview, the first step should be to create policies and procedures that abide by federal and state laws while supporting the company’s vision, mission, values, and strategy, regardless of the candidate's area (Burgess-Wilkerson, 2008). The two selection procedures I would recommend eliminating are reference check and biographical information blank.

Reference Checks

Our reading of the HR Specialist: Texas Employment Law (2013) article found that using discretion in hiring while still thoroughly investigating candidates' backgrounds will ensure that a “duty of care” was taken to protect workers, customers, and clients from injury caused by an unfit employee who showed signs during the hiring process of posing a risk. A resume check verifies that what a candidate submitted on their employment application is accurate. Since we already have this as part of the hiring process, reference checks seem to be an additional layer that does not provide a true picture of the candidate's skills, work style, or work ethic.

Reference checks, while seemingly a valuable tool, often fall short in providing a comprehensive view of a candidate's skills and work ethic. Candidates typically select references who will speak favorably of them, leading to a biased and subjective perspective on their performance and workplace behavior (Dewar, 2025).

Biographical Information Blank

The accurate measure of validity for an employment test should not just be based on the ability to master and take a test but also include ways to measure the performance of the developed abilities in areas such as diligence, persistence, energy, and drive (Sackett et al., 2008).        Selection tests for potential employees have long been scrutinized for companies' fairness and true ability to “funnel” the knowledge, skills, abilities, and other characteristics (KSAOs) they are searching for to pool the right candidates to interview. Biographical Information or BioData is a software or document providing comprehensive details about an individual’s personal and professional life (TemPostions, 2024). This information is collected based on a series of questions and other sources such as education, publications, awards, and other academic achievements. BioData shows a potential candidate's cultural and personal background, not just professional capabilities (Dewar, 2025).  This information is nice to have, but the amount of time, resources, and money spent to find out this new hire’s cultural and personal background can be answered by specific questions during the panel interview. As a side note, be careful when including BioData because this could violate equal employment opportunity laws (EEO).

Hiring processes should be adaptive, tailored to the unique skills, hiring practices, and ethical norms of each job. No one-size-fits-all set of selection procedures exists. It's crucial to go beyond selection systems and personally interview candidates. This direct interaction allows for a more accurate assessment of their individual drive and level of work ethic.       

                                                                  References

Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.  Business Communication Quarterly,  71(1), 100–102.  https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379

Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.  https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks

Hidden liability: Understand the risks of negligent hiring. (2013).  HR Specialist: Texas Employment Law,  8(7), 4.

Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.  American Psychologist,  63(4), 215–227.

TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.  https://www.tempositions.com/blog/what-is-biodata/