Security and Risk Management

Security and Risk Management

Student’s Name

Institution

When companies and institutions are hiring someone, they put into consideration several factors.  Finding the best candidate for the position is one of them. However, equally important are the steps the institution takes to protect itself from cases of discriminatory hiring practices. According to Nixon & Kerr (2008), some employers tend to be keen in ensuring that the job offerings do not imply a "contract of employment" or otherwise they might end up paying damages if they fired the employee. In many circumstances, the Employee Hiring process may contain up to four documents that meet all of the goals. First is an application form which makes sure all the relevant information is duly filled by the applicant. Second is a waiver form that protects the employer from creating an employment contract. The third is a confirmation of the company’s employment policies and lastly is a brief of the post-employment information.

Nearly all organizations conduct background checks on potential candidates, and it has turned out to be a routine during a job application (Arthur, 2012). In some cases, organizations conduct more rigorous background checks, especially those that the job description involves working with individuals with specialized needs. Background checks have limits and employers are not a supposed to inquire any medical information unless there is a job offer for the applicant. Furthermore, they are also not allowed to check into the applicant’s genetic information that includes family medical history.  Background checks should cover common aspects, regardless of the applicant’s race, color, religion, disability, sex, genetic information, or age.

Definitive background checks tend to be accurate, consistent, and legal. They must conform to all laws and regulations for a fair and unbiased hiring process. All hiring processes are expected to be in agreement with the Civil Rights Act, which prohibits employment discrimination at all cost (Arthur, 2012). Employers conducting background checks should only be aimed at reducing the possibilities of hiring undesirable employees. The paper will analyze the employment application and procedures in background checks at the Oregon University.

The application

Sufficiency of information to conduct a background investigation

To see to it that employees intending to join Oregon University are well qualified with a greater potential of being productive and successful in their line of duty, the institution’s application form covers the basic information required to assist in a subsequent background check. However, according to my opinion, the application does not let the potential applicants to fill in enough information, not even employment references of applicants into the provided application form. Also, Oregon University allows the applicants to customize their details in their resumes. It is likely that it uses that information to conduct background investigations. There is an assurance that the Background investigations are carried out in agreement with the law.

Oregon University relies on the accuracy of data presented by the applicant in majorly in their resumes and partly on the accuracy of data filled in during the hiring process. The process, however, is prone to potential misrepresentations, falsifications, or omissions as it is up to the applicant to forecast and include information that would be necessary for the institution.  On the other hand, the applicant may be at risk of being excluded from consideration.

Waivers covered by the application process

The University of Oregon stands out as an equal opportunity employer and is committed to recruiting and employing potentially qualified candidates for the available opportunities.  The university is also committed to conducting competitive searches when recruit either within or outside its existing workforce to obtain qualified applicants. However, the university recognizes the existence of situations where there may emerge compelling reason likely to call for a direct appointment.  Such appointments are accepted from the general guidelines and are considered as waivers. In waivers, the hiring unit at the university chooses to carry on with an appointment without a competitive search either through a promotion from within or a direct external appointment. The waiver must be accompanied by solid reasons which have to be documented as per the university’s employment policies.

Adaptability of the same application for all positions

The University of Oregon has a standard application that is used by every candidate irrespective of the particular job posting. Employers use the employment application procedures to ensure that they obtain consistent data for prospective employees. Whereas the format for cover letters and resumes changes can be customized from person-to-person, the forms offered by employment application are intended to collect consistent information uniform for every applicant. The university’s employment application, therefore, offers a regular format with similar questions which have to be filled by all persons applying for the open position. The human resource management will then be able to compare applicant’s credentials listed in the same order. Comparing the credentials without a standard formatting will result to exaggeration and hyperbole.

Possible revisions

It is certain that the University of Oregon’s employment application conforms to the employment law. All aspects of information required in the employment applications are acceptable. However, it would still be necessary to ask an attorney for a periodic review of the complete employment application with special attention to discriminatory issues. I would prefer that employees fill in application forms to include all relevant information rather than sending detailed CVs. The applicants will only need to follow the relevant application instructions, present their information in a neat manner and sell only their relevant skills.

Background checks and procedures

Confirming candidates’ previous work experience is far the most important part of background checks for the employer. It also helps in closing up the gaps where applicants are most likely to falsify information (Nixon & Kerr, 2008). Digging into candidates’ past may reveal insight into how stable their jobs were and the extent of their loyalty to their former employers. Before proceeding with the verification, employers are advised to obtain permission from the respective candidate. Candidates are free to deny the forthcoming employer permission of contacting the previous employer. In such instance, the candidate may be required to submit documents like the paystub or other relevant tax documents as evidence of their employment. The same can be considered when the employer is out of reach.