The management team of BSS has employed different assessment methods that include applications, interviews, and follow ups with previous employers in a bid to get the best candidates to be part of their team. However, these methods have proved less efficient in recruiting professionals and ethical employees. Therefore, I would suggest that Stanley and other members of the management at BSS conduct pre-employment testing to be able to get the right and most qualified individuals for the job. This is important because it helps in avoiding employment of wrong applicants which can be very costly and can have adverse effects on the morale of other employees and in the proper management of time. Also, the costs incurred in training of the wrong employees reduce company productivity and eventually the profitability.
Pre-employment tests can be used by BSS to screen prospective employees by testing their cognitive abilities, physical and work-related skills, personality, proficiency in different languages and level of emotional intelligence. The company can use these assessment tests to find the most suitable candidates who are able to thrive in the open positions in the establishment and to do away with unqualified candidates. Through the use of this employee assessment method, the business saves time and expenditure in the recruitment and selection process, reduces employee turnover and benefits from improved drive (Quast, 2011) .
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Initial assessment methods include a wide range of procedures that can be used by BSS at the beginning of the employee selection process. The initial assessment methods I would recommend for the management of BSS include the use of application forms, resumes, training and experience evaluations, honesty and integrity testing, drug testing and use of reference letters. The underlying rationale of using these forms of initial assessment is that the previous behavior of an employee is the best to be used in predicting his or her future behavior. The use of initial assessment methods such as training and experience evaluation are important in evaluating different background information on different applicants (McPhail, Ressia & Shaw, 2018) . These methods must be cross validated to ensure that they are efficient even for use in future.
The use of weighted application blanks shows a good relationship with on job performances and this demonstrates its efficiency and effectiveness. When the training for the job is long and costly, and there is high turnover there is need for BSS to employ substantive assessment tools because they are more detailed. The use of substantive assessment methods, for example, use of biographical questionnaires help in selecting the best qualified candidate into BSS instead of dismissing weak candidates through the use of initial assessment methods.
The initial and substantive assessment methods are easy to administer, are acceptable among many applicants and serve as utility in eliminating unqualified applicants and selecting the most qualified ones (AICPA, 2017) . The use of initial and substantive assessment methods is increasingly important in the modern-day employment which is characterized by internet-based application and recruitment processes. Therefore, BSS needs to employ the methods while closely monitoring their validity, legality and practicality.
It is very important for Stanley and the management of BSS to adhere to the requirements of the “Uniform Guidelines on Employee Selection Procedures” of 1978 formulated by the EEOC to avoid cases of litigation. Cases of litigation could be because of a selection decision being challenged by potential employees after determination of possible violation of laid down regulations. Therefore, the HR professional at the company must ensure that procedures on employment and the selection process are valid, equitable, legal and cost effective. Stanley and BSS need to verify employee previous employment, education and criminal background. However, BSS should avoid using previous criminal record to deny a prospective employee a chance to work for the company. This is as a result of increased litigation in the use of criminal background checks to bar applicants from filling different employment opportunities. Buckley (2016) explains that t o some extent, it is also against the stipulations of Title VII of the EEOC which discourages the utilization of felonious records in making employment-related decisions. As a substitute, the agency provides a detailed plan for the assessment of unlawful records when coming up with decisions regarding employment.
Under the provisions of EEOC, it is against employment law to discriminate against an employee or an applicant because of religion, race, pregnancy, gender identity, age, national origin and disability. Therefore, BSS should avoid any form of discrimination in every aspect of their employment process. Also, the company should not use neutral employment policies that negatively affect the application process. The requirements of EEOC bar BSS from requesting information that tends to disclose or discloses an applicant ' s race. However, the company can request for such information if in case the information brings business benefits for the company or is for affirmative purposes. BSS should not under any circumstance judge their employees on the grounds of things like race, religion, sex, disability or even the origin of the person. In case there is a person with disability working in the company, then the company should not make the person feel disadvantaged but provide the necessary help that will make sure the employee works in a good and comfortable environment. The BSS Company is supposed to follow all the rules and regulations of EEO so that they operate in a legal and ethical manner which may eventually affect the success of the company. Therefore, it is important for BSS to separate information that relates to race, religion or sex from the information used in determining whether a person is qualified for the job or not.
References
AICPA. (2017). Employee Benefit Plans 2017. New Jersey: John Wiley & Sons.
Amie Shaw, R. M. (2018). Employment Relations. Sydney: Cengage AU.
Buckley. (2016). Equal Employment Opportunity 2017 Compliance Guide. Alphen aan den Rijn: Wolters Kluwer Law & Business.
Quast, L. (2011, September 13). Pre-Employment Testing: A Helpful Way For Companies To Screen Applicants . Retrieved September 17, 2018, from Forbes: https://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/#241fffb22606
