The basic elements of hiring 

Hiring represents a process critical to the survival of businesses as well as workers and their families. Decisions made by employers out of ignorance of the law or without respect for the applicant could prove not only unfair, but also possibly illegal. If nothing else, ignorant decisions increase the risk of lawsuits filed against employers by applicants and employees.

With this in mind, we have put together some basic reading to increase your awareness of critical areas in the employment process. By signing the "User Agreement", you have acknowledged receiving this information. As agreed, Insights may terminate service to any client misusing information.

This information is not intended to replace competent professional or legal advice. Your company or institution may need more or less than the elements below. Keep in mind the days of "the less written, the better" are over. They ended with federal and state legislation addressing the hiring process.

1. Policies
The nature of your business determines which situations need to be addressed. If you have any company vehicles, a driving policy is mandatory. Other policies to consider: Employment of individuals with criminal convictions; Medical review policy; Drug policy; Termination procedures; financial responsibility as a function of employment; Access to references from previous employers; etc.

If you have knowledge regarding an employee that you believe precludes further employment; you may not be able to legally proceed unless you have a policy addressing the matter of concern.

2. Application Form
The law requires that all questions be job-related. A good test is to review your existing form with that in mind. With few exceptions, medical and injury inquiries, job-related or not, are illegal (according to the ADA) until an offer of a job has been made. NOTE: Some states may have laws stricter than the ADA. For a free sample application form, which includes a "Conditional Job Offer and Medical Review" section, call us.

3. Detailed Job Description
Describe the job in basic terms. List the essential functions of the job in as much detail as possible. Phrases such as "Must lift 35# pallets 50 to 100 times each day" are most helpful for your physician when a medical examination is part of your hiring process. The job description needs to be in the hands of your applicant before being given an application form.

4. Interviewer Guidelines
All those doing the hiring and interviewing in your company need to have written guidance. This helps standardize the process while serving as a vehicle for describing what you want covered with an applicant.

5. Verification Process
Signing up Insights services satisfies this element of good hiring. However, information we provide may prove useless or detrimental unless you have the previous four elements in place.