skip navigation


Register for Latest Research

Stay Informed
Register with NCJRS to receive NCJRS's biweekly e-newsletter JUSTINFO and additional periodic emails from NCJRS and the NCJRS federal sponsors that highlight the latest research published or sponsored by the Office of Justice Programs.

NCJRS Abstract

The document referenced below is part of the NCJRS Virtual Library collection. To conduct further searches of the collection, visit the Virtual Library. See the Obtain Documents page for direction on how to access resources online, via mail, through interlibrary loans, or in a local library.


NCJ Number: 118445 Find in a Library
Title: Closer Look at Hiring and Firing
Journal: Security Management  Volume:33  Issue:6  Dated:(June 1989)  Pages:48-52
Author(s): S P Layne
Date Published: 1989
Page Count: 5
Type: Training (Aid/Material)
Format: Article
Language: English
Country: United States of America
Annotation: A company's expertise in interviewing, processing, investigating, and verifying applicants is crucial in reducing personnel turnover and firings.
Abstract: A company should adopt hiring standards that include specific procedures for managers to use in hiring personnel. Applicants should be told what tests will be given, what checks will be made, and how applicants will be selected. Application questions must provide a basic look at the applicants qualifications and solicit information the applicant will not volunteer. Applicants should be informed on the application that any false information will disqualify them from consideration or result in termination if they are hired based on the false information. A separate form given the applicant should describe the scope of background investigations and provide for the applicant to release recordholders from liability for the release of job-related information. The applicant's former supervisors and coworkers should be contacted and queried about the applicant's performance on previous jobs. In the job interview, applicants should be encouraged to discuss their qualifications. Personal presentation, mannerisms, hygiene, and attitude are important factors to be determined from the interview. Applicants should be advised of any job-related tests they are required to take. Firing decisions should be based on a fair analysis of documented facts. To be fair in evaluating employee performance, company performance policies should be clear and consistent, and problem employees should be counseled.
Main Term(s): Personnel selection
Index Term(s): Background investigations; Employee dismissal; Personal interviews
To cite this abstract, use the following link:

*A link to the full-text document is provided whenever possible. For documents not available online, a link to the publisher's website is provided. Tell us how you use the NCJRS Library and Abstracts Database - send us your feedback.