Abstract
Personnel selection procedures used in private business and industry suffer from a lack of attention to security considerations. This neglect is a result of training, philosophy, structural rigidity, turf protection, and political and legal trends aimed at protecting individual rights. Past performance remains the best predictor of future performance, but discovering a job applicant's history is becoming increasingly difficult. Legal rulings have made criminal, medical, and financial records safe from inspection by personnel managers. Even previous job performance records are being made off-limits by employers who have come to fear lawsuits filed by previous employees on grounds of defamation. The personnel selection techniques used by private security companies would greatly aid private business and industry in attempts to acquire a quality work force. The possibility of genetic screening poses new challenges to our moral, ethical, and legal systems of thought.
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