Transcript Who needs background searches?

Best Practices
When Hiring
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
“RIGHT PEOPLE”.
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
have?
 What type of person will be a good fit?
 Determine required skills vs. trainable skills
 Do it Right the 1st time
Getting Started
 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?
Recruiting
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Where/how are you advertising?
Employee Referrals
Social Media such as LinkedIn
Industry Specific sites
Networking
Who is screening the applications to determine
qualified candidates?
Recruit with Caution
Legal issues in recruiting that you want to be
aware of:
 EEOC
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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
The Interview
 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).
The Interview
 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
circumstances!
 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
for.
The Interview
 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
position.
The Interview
 REMEMBER to take your time and not rush the
process
 You want to hire right the 1st time
 The Best Candidate is not always the best
looking resume!
 Experience vs. Education
(know what matters more to you & your organization)
“The lowdown on
Employment Screening”
 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
operator)
 Remember - You get what you pay for
 Reference checks
 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
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Congratulations ! You have found a candidate
that you want to become part of you
organizational family.
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
 Employee Orientation
 Partner them with a Mentor
 Follow up to make sure they are getting what
they need as a new member of the team
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One week
One month
Three months
Employee Handbooks/Policies
 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
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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
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Many states require reporting within 3 days
 E Verify
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Some states require
New federal contracts require
What does Hire Image offer you?
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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
Superior service
Accuracy of information matched to your applicant
www.hireimage.com
Questions
For more information
contact:
[email protected]
888-433-0090