2011, I believe will be the year that the labor market strengthens. Over the past several months, unemployment has decreased and hiring has increased. Since January, I have received inquiries from business owners in my local area seeking help in hiring new employees. I’m also helping several job seekers who need assistance revamp their resumes and cover letters. With hiring on the rise, I will be discussing different aspects of recruitment. In this blog posting, I will give a high-level overview of the recruitment process and best practices. Subsequent posts will focus on key areas of the recruitment cycle and pitfalls to avoid.
Whenever you hire, establish the job requirements and have well-written job descriptions. The goal of a job description is to establish the essential function of a job, the minimum qualifications and any additional skills or qualities required to perform the job. A job description should enable a hiring manager to objectively measure the applicant against the actual requirements of the job. Having good descriptions can also ward off complaints of discrimination.
Once you have found an ideal candidate for the job, prior to an offer being made, the hiring manager should consider having an applicant fill out an application form. It is also recommended that all new hires undergo a background check and that references checks are conducted. In some industries, such as the transportation where safety is a concern, a drug and alcohol test may be administered. For certain positions such as a financial role, a credit check is appropriate. If you decided to conduct references, background checks, drug and alcohol testing and credit checks, here are some things to keep in mind:
1.) If you use an outside vendor to conduct background checks make sure you use a “consumer reporting agency” under the Fair Credit Reporting Act (FCRA).
2.) When conducting a drug and alcohol test obtain the sample privately. All test results should remain confidential and kept in a separate file from other personnel records.
3.) While an employer may refuse to hire an applicant currently using alcohol or drugs, they may not discriminate against an applicant who has successfully rehabilitated and no longer uses alcohol and drugs.
3.) If using a credit report to make a hiring decision, make sure the applicant is given a “Summary of Your Rights Under the FCRA.” The applicant should be notified of their right to dispute the accuracy/completeness of the report and his/her right to a free copy of the consumer report.
As employers, it is important to use written employment agreements (offer letters). These agreements should be signed by the employees prior to starting their new job and should contain the essential terms and conditions of employment. It is also very important to make sure to include an “at will” termination provision in the agreement.
If you have any questions about the recruitment process, please leave a comment below.
Do you have a particular topic you are interested in learning about? Let me hear from you!