Reference Reports and Initial Assessment in a Start-Up Company

Reference Reports and Initial Assessment in a Start-Up Company

1. What sort of background testing should BSS conduct on its applicants?

BSS should conduct background testing and pre-employment screening methods on all applicants to screen for criminal and arrest history. It is important for BSS to conduct such background checks judge a person’s character and to identify potential hiring risks for security reasons.

2. Is there any information BSS should avoid obtaining for legal or EEO reasons?

BSS should not ask anything that is not specifically related to the job. Under the EEO (Equal Employment Opportunity), it is illegal for BSS to ask details such as an applicant’s pregnancy status, race, age, weight, height, religion, or marital status.

3. How can BSS know that its background testing programs are effective?

BSS could review each background testing program separately and compare the results to the relevance of the job and the issue that has been presented. They can also use surveys to gauge if their programs are effective. Besides these methods BSS can monitor employees daily to ensure their behavior is up to the standards of the company.

4. In the past, BSS has used the following initial assessment methods: application blank, interviews with Stanley and other BSS managers, and a follow-up with the applicant’s former employer. Beyond changes to its background testing program, would you suggest any other alterations to BSS’s initial assessment process?

BSS could require 3-5 job references for each job applicant and verify all or multiple references. The organization could also administer personality tests to identify and remove individuals who may have a tendency to participate in unethical behaviors.