I need a 300 word discussion post with the each numbered according to question.

Question

I need a 300 word discussion post with the each numbered according to question.

1) When selecting external job applicants, HR departments often perform a background check on potential employees. They also ask for recommendation letters and a list of 3 references.
How effective you do believe those (recommendation letters, background check, and checking references) are in selecting the best possible employees?

2) Are recommendation letters objective? Why or why not?

3) What types of questions should HR be asking when calling a reference?

Explanation / Answer

1. Performing a background check, asking for recommendation letter and references allows the HRM to make an informed despising of the different aspect of strengths, experience and attitude that a worker possesses. All this information is necessary where the future goals, past performance and the direction of the person's sense of achievement and their work ethic are considered. This allows the company to make. Better informed choices amongst the candidates.

2. Recommendation letters can't be considered as objective because it does deal with a person's capabilities and actions firsthand. It comes from. Another source which, no matter how accurate they are cannot be just trusted without actual evidence. Which is why recommendation letters cannot be considered objective as they do not allow us to match the data in a letter with an actual value.

3. Different types of questions should include the past job performance, behavioural habit in the office, reliability factor, responsibility factor and the promise of growth factor.

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