Who needs background searches?
Who needs background searches?
By: Christine Cunneen
CEO, Hire Image LLC
Hiring the “RIGHT” People
Not as easy as you think !
The growth and success of
any organization depends
on having the
IS IT TIME TO HIRE?
Where Do YOU Start?
As your organization starts to grow, and you
realize the need to grow your staff, you need
to STOP and THINK about –
How do people see my organization?
What expertise/experience do I need them to
What type of person will be a good fit?
Determine required skills vs. trainable skills
Do it Right the 1st time
Do I have a job description?
Do I have a salary range?
Do I know if it is an exempt salary or hourly
position? Is position eligible for Overtime Pay
under the FLSA (Fair Labor Standards Act)?
www.dol.gov ; www.dol.gov/compliance/guide/minwage.htm
Do I have interview questions prepared?
Do I know where I want to advertise
and/or promote that the organization
has a job opening?
Where/how are you advertising?
Social Media such as LinkedIn
Industry Specific sites
Who is screening the applications to determine
Recruit with Caution
Legal issues in recruiting that you want to be
Title VII of Civil Rights Act (1964)
ADA – American’s with Disabilities Act (1990)
Age Discrimination (1967)
Genetic Information Nondiscrimination Act (2008)
Equal Pay Act (1963)
FCRA – Fair Credit Reporting Act
State specific laws
Employee vs. Independent Contractor
Can I ask this question????
Know what is legal and illegal to ask?
(ex. website – www.iseek.org/jobs/legalquestions.html)
Questions need to be position related?
When interviewing multiple candidates for a
position, it is important to use the same
criteria for evaluating each candidate so as to
avoid legal problems.
The key is to be consistent and fair with
all candidates (i.e., show no favoritism or discrimination).
Use an interviewing guideline of core
criteria/qualifications that is applicable to all
candidates for the position.
Most of these questions do not have a “right”
or “wrong” answer under all
During employment interviews, an employer
should ask questions that determine whether
or not the potential employee will be able
to perform the job they are interviewing
The applicant’s reasoning abilities and the
thought process that leads to the answer is
often as important as the answer itself.
Use open ended questions as often as possible.
Bring them back for a second interview if you
find them to be a viable candidate for the
REMEMBER to take your time and not rush the
You want to hire right the 1st time
The Best Candidate is not always the best
Experience vs. Education
(know what matters more to you & your organization)
“The lowdown on
Every employer should perform background
checks on Employees and Contractors.
Different levels for difference positions
( C-suite background screening should be different than fork lift
Remember - You get what you pay for
Recommend Address and SSN Trace as a
starting point for ALL
Social Media +
Candidate Evaluation =
Social Media associated with candidate
evaluation could cause legal issues like:
Discrimination – types of discrimination are growing, it’s
not just gender/race/religion/age
EEOC frowns upon its use
Hiring/Not Hiring decisions shouldn’t be based on what is
posted on a “Facebook” page or other social media sites
Don’t give rejected candidates a reason
to post comments about not being hired by
you/your organization on these public sites!!
Success! We have a Candidate
Congratulations ! You have found a candidate
that you want to become part of you
Always keep a file on other “good fit”
candidates. You never know when you will
need your next employee.
Offer Letter of Employment
New Employee Orientation Process
Completion of New Hire Paperwork
A New Employee
Partner them with a Mentor
Follow up to make sure they are getting what
they need as a new member of the team
Your organization is growing – one of the most important
things you as a hiring manager needs to do is be
“CONSISTENT” with all your employees.
An Employee Handbook is a communication resource for
Employer & Employee
It should consist of company’s mission, values, policies &
procedures along with management’s expectations.
By no means should the handbook be construed as an
employment agreement, which may affect the
employer’s at-will status.
Do all employers need handbooks? No, but as
your organization grows, you do need policies.
New Hire Compliance
Immigration Reform & Control Act (IRCA) 1986
Employers must verify that a new employee can legally
work in the US
Must complete Form I-9, Employment Eligibility
Verification, within 3 days of date of hire
State New Hire reporting
Many states require reporting within 3 days
Some states require
New federal contracts require
What does Hire Image offer you?
Employment screening & post-hire services
Human Resource compliance outsourcing
Compliance with laws and regulations
Easy online access, 24/7
Custom packages of screening products
Fast turnaround times
Accuracy of information matched to your applicant
For more information