Reference no: EM132243112
Case
Ziad finds screening job applicants a hard job. The people who actually do the cleaning work come from Asian countries and are selected before being tested. The immigration laws in Lebanon make it difficult to bring in a candidate just for testing or for a trial period.
Applicant screening can also be frustrating because of some of the qualities Ziad likes to screen for. Two of the company’s most critical problems are employee turnover and employee honesty. Ziad and Thouraya sorely need practices that will reduce the employee turnover rate. They would like to know if there’s a way to do this through distance-employee testing and screening techniques, because of the time and money wasted on the never-ending need to recruit and hire new employees.
An even greater concern to Ziad and Thouraya is the need to institute practices to screen out those employees who may steal from the company.
Employee theft is an enormous problem for companies like Al Nazafa. For example, the cleaners often work on customers’ sites without Ziad being present.
Questions (Refer to the main points in chapter 6)
1. What would be the advantages and disadvantages to their company of routinely administering honesty tests to all employees? (65-70) words, 5 lines
2. Specifically, what other screening techniques could the company use to screen out theft-prone and turnover-prone employees, and how exactly could these be used in their case as their job candidates are mostly based abroad before coming to Lebanon? (125- 135) words, 10 lines
3. How should her company terminate employees caught stealing, and what kind of procedure should be set up for handling reference calls about these employees when they go to other companies looking for jobs? (80-90) words, 7 lines