Cognitive Biases in the Hiring Process
Cognitive Biases in the Hiring Process
James A. Butler
University of Maryland University College
Cognitive Biases in the Hiring Process
When hiring for open positions within a company, an employer may want to investigate an applicant’s past history through a process known as a pre-employment background check. This check or process is used to screen applicants to find quality employees. Employers want to know who they are working with before hiring a potential applicant. The background check will verify the credibility of the applicants resume’ and to evaluate if the applicant will be a potential threat to the company. The practice of obtaining a proper background check is oppressed with difficulties that vary from state to state and even county to county. The most definitive background check is accurate, comprehensive, consistent, timely and of course legal. The background check must abide by all laws and regulations to ensure the hiring process is fair and unbiased. This includes hiring based on criminal record, gender, race, age, national origin, disability, credit scoring, and by search of social media. All hiring processes should be within accordance to Title VII of the Civil Rights Act, which prohibits employment discrimination based on race, color, religion, and national origin. Employers conduct background checks because they want to reduce the chances of hiring undesirable employees. Some applicants feel intimidated when employers announce that a pre-employment screening will be conducted. Applicants may feel that they have something in their background that will potentially be counted against them. Background checks discourage applicants who also have something to hide. Employers are mandated to conduct background checks thoroughly. If background checks are not performed by the employer before hiring an employee, the employer may be partly responsible in case that employee later take part in any criminal actions towards co-workers, consumers, or
James A. Butler
University of Maryland University College
Cognitive Biases in the Hiring Process
When hiring for open positions within a company, an employer may want to investigate an applicant’s past history through a process known as a pre-employment background check. This check or process is used to screen applicants to find quality employees. Employers want to know who they are working with before hiring a potential applicant. The background check will verify the credibility of the applicants resume’ and to evaluate if the applicant will be a potential threat to the company. The practice of obtaining a proper background check is oppressed with difficulties that vary from state to state and even county to county. The most definitive background check is accurate, comprehensive, consistent, timely and of course legal. The background check must abide by all laws and regulations to ensure the hiring process is fair and unbiased. This includes hiring based on criminal record, gender, race, age, national origin, disability, credit scoring, and by search of social media. All hiring processes should be within accordance to Title VII of the Civil Rights Act, which prohibits employment discrimination based on race, color, religion, and national origin. Employers conduct background checks because they want to reduce the chances of hiring undesirable employees. Some applicants feel intimidated when employers announce that a pre-employment screening will be conducted. Applicants may feel that they have something in their background that will potentially be counted against them. Background checks discourage applicants who also have something to hide. Employers are mandated to conduct background checks thoroughly. If background checks are not performed by the employer before hiring an employee, the employer may be partly responsible in case that employee later take part in any criminal actions towards co-workers, consumers, or
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