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Good Hiring Practices Have Long Term Benefits

According to the Small Business Administration, for every dollar invested in personnel screening, five to sixteen dollars are saved in reduced absenteeism, improved productivity, lower turnover, safer working environments, reduced insurance premiums and decreased employer liability.

Do you use extensive screening as part of the hiring process or is a reference check all that you require? To screen your applicants properly, a job application is essential. It will help you get the background and qualifications of the job seeker and it also verifies the honesty of the candidate. The application should include at least three previous employers, including the supervisor's name, job duties and the applicant's reason for leaving. A verbal or written statement that references will be checked may deter unsuitable applicants and reduce fabrications.

The extent of your background screening will depend on the job and the candidate. Some of your options include:

• Credit history check

• Education confirmation

• Motor vehicle record check

• Alcohol/drug testing

• Employment history verification

Effective interviewing requires experience and, whenever possible, more than one person should be involved in the interviewing process. In addition, some jobs require skills testing, physical capacity tests and honesty/aptitude testing. Hands-on testing is important if craftsmanship or specialized technical skills are required.

Good hiring practices alone won't guarantee that an employee will work out. But the objective criteria received through effective screening should help to reduce bad hiring decisions and enable you to select a candidate that has the qualifications required for the job.