Avoiding Hire Irresponsible Employees

Avoiding Hire Irresponsible Employees

Avoiding Hire Irresponsible Employees

The current times are unstable and the future is uncertain, especially for small businesses who do not have the luxury of having outside investors. Choosing quality personnel that you trust and avoiding Hire Irresponsible Employees ​is paramount to running your business. California is also a state where certain questions cannot legally be asked in order to prevent discrimination cases. Business owners can take a few tips from large corporations and put these hiring practices to use in order to narrow down the right candidates.

It may seem obvious but a job application should be created and used for all applicants. A formal application will ask basic questions to help you learn about your candidates. Adding a disclaimer on your form can state that any applicant providing false information can lead to automatic dismissal. Ask them to provide their:

  • Full Name
  • Permanent Mailing Address
  • Phone numbers
  • Education History (including certifications and relevant courses)
  • Full Employment history with date ranges, title of position, and duties performed
  • Valid professional references

Every viable candidate should have a completed application and should be reviewed thoroughly. When you’re ready to call them for an interview, this may be a quick phone or video call or go straight to the in-person meeting, make sure to ask in-depth questions that probe the situation. Ask about any gaps in employment history. Perhaps the applicant went to school or changed their career, or had a family incident that needed attention. Although these are common reasons, you may be missing other indications that this person may be a red flag. They could have the inability to keep a job. Maybe they were suddenly let go for an unsavory reason, or they could have been in prison.

It is always a good move to have a colleague or someone you trust in your organization to interview the candidates as well. This can balance out any prejudices or questions that you may not have thought of. Keep in mind that some state and federal laws may prohibit you to ask certain questions directly to the applicant. So ask your attorney is if you can ask for such information pertaining to race, gender/sex, and religion.

 

Check all the references and previous employers!

Speaking to former employers may be tricky as they cannot divulge certain information in order to avoid a defamation suit. But you can call to ask if the candidate did indeed work there and about their salary history. A great question to ask the former employer is if “this applicant would be eligible for rehire.” Listen to the consistencies and inconsistencies of these references to get a better picture.

 

A background check is highly recommended.

But you must get consent from the applicant to do so. Depending on what type of business you have, consulting an attorney is always recommended to ensure you are complying correctly within your legal rights. The Fair Credit Reporting Act sets the standards for screening applicants. This also includes applicants who may be in the healthcare or childcare industry in your state, it is most likely they will need background checks conducted for sensitive information.

Ultimately, there is no background check or interview question that is going to show you the true performance, aptitude, and morals of your applicants. A paid trial period or a time limited project to test out the skills and competence of your candidates is recommended. You will be able to evaluate their competence, expertise, attitude, and their potential to excel.

 

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