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Selection Tools
There are many selection tools available to today's human resource management teams. A supermarket may make use of many of these tools. This paper will discuss the top three tools that the author has chosen for a supermarket to use in its hiring decisions. The author of this paper will also share the tool that the author considers the most important and why the author feels this way.
According to Bohlander and Snell (2007), the primary pre-employment selection tools that are used in by Fortune 1000 companies are: criminal records checks, employment verification, drug screening, education verification, reference checks, verification of professional licenses and/or certifications, motor vehicle records checks, credit history, and integrity evaluations. A new tool being used in pre- and post-employment selection is something called behavioral analysis. This is a psychological test that finds the psychological base of the employee or applicant. This tool can be used to assist a human resources manager in placing applicants in positions that best suit their psychological base, which sets in around the age of seven. This item will be discussed more in a later paragraph.

The first tool the author would like to discuss is the criminal records check. This tool is one that has become standard according to Bohlander and Snell (2007), in order to help prevent items such as embezzlement, theft, and workplace violence to name a few things. Bohlander & Snell (2007) also touch on the fact that, "...state courts have ruled that companies can be held liable for negligent hiring if the fail to do adequate background checks," (p. 254). It is the belief of the author that if someone has committed a crime in the past such as those mentioned above, that they have the ability to commit that same crime again, or possible other crimes as well. This would be beneficial to a supermarket to curb theft of merchandise and cash drawer theft. A marked disadvantage to this tool is that a crime
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