Regardless of the turnover rate, every company at some point has faced the struggle of employee recruitment. Selecting the right candidate for your workforce is tough, and there are many factors to consider.
The action items below can provide your company with tactics to minimize risk and help ensure you hire the right person to join your organization.
A job-related assessment will provide information on whether the candidate’s skill set will fit within the company. Multiple assessments cover a wide variety of tests. Use a testing platform that has been certified to ensure that the results are accurate and will hold up in court in the event of litigation.
Personal references will provide in-depth information on the candidate from people who know them. Ideally, personal references will come from people with work experience with the candidate rather than family members or friends. This task can be time-consuming. Plus, you could easily and inexpensively outsource this to a third party.
A person’s work history and performance are key indicators of how they will perform in a new job. Be cautious and only ask questions related to work performance. Don’t be alarmed if you are not able to gather any information from previous employers; some companies have a policy where they only confirm title and dates of employment.
This step can best protect your company. Conducting a background screen will ensure the safety of your company and your employees. This screening process requires authorization from the applicant. It is highly recommended to utilize a reputable vendor who conducts background screens in compliance with the Fair Credit Reporting Act.
Pre-Employment Drug Test
Along with the background check, conducting a drug test post job offer, pre-employment is another step that will protect both the business and the existing workforce.
Joining your workforce is a privilege; following the steps above will help absorb risk for your company and ensure that you align the right people to the job.