Academic Research on Background Screening

• Examining applicant reactions to the use of social networking websites in pre-employment screening, Stoughton, J. W., Thompson, L. F., & Meade, A. W. (2015). Journal of Business and Psychology, 30(1), 73-88. This paper examines the reactions of the job applicants to the use of social websites to conduct background screening during the employment process. The study revealed that job applicants feel that their privacy is at risk. This has in most cases resulted in a low application by the potential individuals. The article concluded that the positive or negative hiring decisions of the organization lack moderation of the screening and justice.
• Effective employment screening practices, Wang, J. M., & Kleiner, B. H. (2000). Management research news, 23(5/6), 73-81. This article examines the employment screening practices that yield an effective success rate and make the firm have the best employee. The author presents mistakes that hiring firms make during their recruitment process. The paper further discusses the concept of negligent hiring and retention through poor checks. In addition, the article outlines the pre-employment check and recommends the best strategy to use. It also addresses the issue of monitoring the crimes that occur at workplace and emphasize on the need to conform with the legal procedures.
• Ex-offenders need not to apply: The criminal background checks in hiring decisions, Harris, P. M., & Keller, K. S. (2005). Journal of Contemporary Criminal Justice, 21(1), 6-30. Various barriers have been put in place to prevent ex-offenders from securing legal employment. This paper explores the utility and scope of the laws that aim at obstructing the criminals from getting legal employment and reducing the crime at the workplace. The study concludes by providing recommendations for reasonable uses of risk assessment in employment screening laws.
• The impact of pre-employment integrity testing on employee turnover and inventory shrinkage losses, Brown, T. S., Jones, J. W., Terris, W., & Steffy, B. D. (1987). Journal of Business and Psychology, 2(2), 136-149. A major home improvement chain located primarily in the western United States initiated the use of thePersonnel Selection Inventory, a written integrity test, as part of its pre-employment hiring process. For two years only, those job applicants who passed this test and other pre-employment criteria were hired by the chain. Following the introduction of the inventory, there was: (1) a 50% reduction in the number of employee terminations for theft, illegal drug use, and violence over five years and (2) savings in shrinkage losses that amounted to over two million dollars over two years.
• Pre-participation screening: the use of fundamental movements as an assessment of functionpart 1, Cook, G., Burton, L., & Hoogenboom, B. (2006). North American journal of sports physical therapy: NAJSPT, 1(2), 62. This article analyses the rationale and background for the analysis and evaluation of the movements for pre-screening employment process. The paper describes the movement patterns in the pre-participation.
• Social networking web sites: The legal and ethical aspects of pre-employment screening and employee surveillance, Waring, R. L., & Buchanan, F. R. (2010). Journal of Human Resources Education, 4(2), 14-23. This article explores the legal and ethical aspect of the background test. The author provides that the education of human resource professionals should involve instilling knowledge focuses on the development of the law in screening employees. He further suggests that many organizations should critically evaluate the behavior of their potential employees based on the law. Many organizations inquire into the off-duty behavior of workers in this fashion and are. Lastly, the paper discusses the implications and provide recommendations for the effective recruitment process.
• Need Not to Apply: The Racial Disparate Impact of Pre-Employment Criminal Background Checks, Concepcin Jr, R. (2012). Geo. J. on Poverty L. & Poly, 19, 231. A devastating recession in a generation accompanies the contemporary downturn of the economic activities. As such this paper explores the transformation that has occurred in the employment system. The author presents that the employers are currently using background checks to discriminate in giving out employment to the potential employees. Therefore, the author recommends that stiff measures should be enacted to prevent discriminations in the workplace.
• Beyond the basic background check: Hiring the right employees, Brody, R. G. (2010). Management Research Review, 33(3), 210-223. This article states that relying merely on the background information is not a guarantee of hiring an appropriate worker. The author suggests that depending exclusively on the background information may lead the organization to hire the wrong individual for a job position. Therefore, he proposed that companies and the employers should consider other screening techniques to evaluate the employees for hiring.
• Integrity tests: Facts and unresolved issues., Camara, W. J., & Schneider, D. L. (1994). American Psychologist, 49(2), 112. This paper discusses two independent reports conducted by the American Psychological Association (APA) and the US Congress Office of Technology Assessment. The report examines issues, and scientific measurements regarding integrity are testing such relevance, criterion, and validity.
• Perceived criminality, criminal background checks, and the racial hiring practices of employers, Holzer, H. J., Raphael, S., & Stoll, M. A. (2006). The Journal of Law and Economics, 49(2), 451-480. This paper analyses the impacts of employer-initiated background checks on criminals that the employer is likely to hire African American. The study revealed that most of the employers who carry out background checks on criminal records are likely to hire African American especially men. This impact was more positive among the employers who report an aversion to hiring individuals with criminal records compared to those who do not have. The results suggested that without considering the criminal background checks, the employers discriminate African Americans. This is considered to be major factor that has led to wide employment gap between the whites and African Americans.
• Redemption in the presence of widespread criminal background checks, Blumstein, A., & Nakamura, K. (2009). Criminology, 47(2), 327-359. This paper explores the redemption measures that exist in the current job market. According to the authors, the introduction of a computerized system of criminal checks and made the screening process ubiquitous. This is because large data of criminal records have been accumulated and stored in the database. This makes it easy to access the records and carry out effective screening checks.
• Pre-employment screening: A decade of change, Philbrick, J. H., Bart, B. D., & Hass, M. E. (1999). American Business Review, 17(2), 75. This paper explores the changes that have occurred in the screening process for many decades. The author presents that many changes have occurred due to the introduction of technology in the recruitment process. The introduction of technology has enabled the employers to carry out pre-evaluation based on the data present in the computer database.