Applicant Name ............................................................
Company Contacted.....................................Date.................…………..
Person Contacted.............................Title......................................…….

1- Dates of Employment From............................To..............................……..
2- Positions & Duties Held..............................................................………….
3- Attendance Record Poor Average Good
4- Reasons for Termination Discharged Resigned
5- Job Performance Rating Poor Average Good
6- Friendliness Distant Approachable Warm
7- Attitude Uncooperative Cooperative
8- Knowledge of Field Poor Average Good
9- Strengths and Weaknesses.....................................................
10- Any Additional Information Obtained.........................................

Signature of Person Conducting Reference Check..................

Sample of a Reference Check Form

1. Cognitive Aptitude tests

• Used to determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability.
• Helpful to identify job candidates who have extensive knowledge bases.
• Identify who can adapt quickly to job changes and rapid technological advances.

2. Psychomotor Abilities Tests

• To measure strength, coordination, and dexterity.
• Especially important due to miniaturization in assembly operations.

3. Job Knowledge Tests

• Measure candidate’s knowledge of the duties of the job for which he or she is applying.
• May also be specially designed based on the data derived from job analysis.

4. Work-Sample Tests (Simulations)

• Require an applicant to perform a task or set of tasks representative of the job.
• Try a simulated job (much effective to have them do actual jobs).

5. Vocational Interest Tests

• Show the occupation a person is most interested in and the one likely to provide satisfaction.
• Can be used in screening applicants, but their primary use has been in counseling and vocational guidance.

6. Personality Tests

• Used to classify personality types.
• Use as selection tools, they lack face validity.
• Honesty and integrity are important personality traits to consider in the selection process.

7. Genetic Tests

• Can determine whether a person carries the gene mutation for certain diseases, including heart disease, colon cancer, breast cancer.
• Predictive testing allows employers to reject certain employees and maintain a more productive workforce.
• Allows employers to foresee likely health-care costs and to avoid hiring at-risk candidates.
• It enables therapeutic intervention, thereby allowing carriers to get appropriate therapy.

8. Grapho-analysis (Handwriting Analysis)

• Involves using a trained analyst to examine the lines, loops, hooks, strokes, curves, and flourishes in a person’s handwriting to assess the person’s personality, performance, emotional problems, and honesty.

Types of Employment Tests for Selecting New Employees

What is selection in Human Resource?
Selection is the process of choosing from a group of applicants those individuals best suited for a particular position and an organization.

1. Legal Considerations

• Make sure that useful selection tools should also be legally defensible
• Thus, requires extensive knowledge of the legal aspects of selection (needs lawyers)

2. Speed of Decision Making

• Make sure that useful selection tools should also be legally defensible
• Some positions might need to be filled immediately while other can wait.
• If speed is necessary, there will be more danger to have legal problems.

Read the rest of this entry »

Factors Affecting Selection Process (Human Resource)

Recently Wall Street has marked top 10 analyst upgrades and downgrades as the following:

• Accenture plc (NYSE: ACN) Cut to Sell at Kaufman Bros.
• Anheuser-Busch (NYSE: BUD) Cut to Hold at Stifel Nicolaus.
• Best Buy Co. Inc. (NYSE: BBY) Started as Market Outperform at JMP Securities.
• Charles Schwab (NASDAQ: SCHW) Raised to Neutral from Sell at Goldman Sachs.
• First Solar, Inc. (NASDAQ: FSLR) Cut to Neutral at Merriman Curhan Ford; Cut to Hold at ThinkEquity.
• Infosys Technologies (NASDAQ: INFY) Raised to Buy at Kaufman Bros.
• The Knot, Inc. (NASDAQ: KNOT) Cut to Hold at Stifel Nicolaus.
• Liz Claiborne Inc. (NYSE: LIZ) Raised to Buy at KeyBanc.
• Walt Disney Co. (NYSE: DIS) Started as Buy at Jefferies.
• WebMD (NASDAQ: WBMD) Raised to Buy at Citigroup.

Source Page

Wall Street Marks Top 10 Analyst Upgrades and Downgrades

Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.
Even if additional or replacement employees are needed, the firm may decide otherwise ( due to costs involved, difficult to remove hired employees).

The following are some alternatives to recruitment:

• Contingent Workers: 
• Part-timers, temporaries, and independent contractors.
• Flexibility due to global competition and changing technology (do not want to hire and then lay off), and control costs.
• Provide temporary workers fulfill all the obligations normally associated with an employer.
• Avoids expenses on recruitment, absenteeism and turnover, and employee benefits.

• Outsourcing 
• External provider will do some jobs (subcontracting).
• Greater efficiency and effectiveness of external provider, avoid hiring additional employees, to implement reengineering program and the subsequent downsizing of the firm.

• Overtime 
• Most commonly used method of meeting short-term fluctuations in work volume.
• The employer benefits by avoiding recruitment, selection, and training costs.
• The employees gain from increased income during the overtime period.
• Problems, pay more but work less (because of fatigue); employees work slowly so that overtime is assured; get used to high income, thus will likely complain when there are no more overtime work.

During the process of recruiting new employees, you will notice that there are two different environments that directly and indirectly affect the whole process:

Read the rest of this entry »

Basic of Recruitment in Human Resource

It is not just a matter of number of employees you have but it covers the whole company's operation as well as other external environment. In Human Resource Planning Process, you will see yourself going through four main phrase:

1. Scanning external environment

• Workforce composition (Gender, racial, educational changes.....)
• Work pattern (Use of contingent workers, alternative work schedule, sharing jobs..)
• Government influences (Govt. trade policies and restrictions affect HRP)
• Economic conditions (Business cycle of recession and boom, inflation, unemployment,........)
• Geographic and competitive concerns (Other employers in the area, employee resistance to geographical relocation......)
• Technological changes
• Society/Culture
• Labor Unions

Read the rest of this entry »

Human Resource Planning Process