The current economic climate, characterized by a sudden surge in unemployment, has led to a flood of job applicants. Many of these individuals are eager, and in some cases, desperate to secure employment, even if it means accepting positions they are not suited for or do not enjoy. This situation presents a challenge for employers who must sift through these applicants to identify the best fit for their available positions. Failure to do so effectively can result in a costly cycle of hiring and rehiring.
Employers who lack robust assessment and selection processes are at a disadvantage in this environment. It is crucial for businesses to leverage all legally permissible employment screening tools at their disposal. These may include pre-employment skill, attitude, and personality tests, drug screenings, reference and background checks, trial periods, and interviews.
High-quality pre-employment attitude and personality assessments often incorporate "lie-scales" to detect instances where applicants may not be answering questions honestly. Advances in drug testing technology can also identify attempts to tamper with samples. Hiring without these measures is akin to playing Russian Roulette without first checking all the chambers of the weapon.
The cost of inadequate employee screening can be significant. According to a study by the U.S. Department of Labor, the price of a bad hire can amount to at least 30% of the employee's first-year earnings. This underscores the importance of thorough and effective screening processes.
In conclusion, the rise in unemployment necessitates a more rigorous approach to employee screening. Employers must utilize all available tools and resources to ensure they are hiring the best candidates for their available positions. Failure to do so can result in significant costs and lost productivity.
This article was originally written by Mason Duchatschek in 2001 and has been updated to reflect current circumstances.
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