More and more businesses are using compliant employment screening to ensure they are connecting with the very best candidates for each open position. The U.S. Small Business Administration estimates that for each dollar spent on employment screening, a $5 to $16 ROI is possible. This is due to better worker productivity and attendance, lower turnover, and reduced liability.

The following are five of the most essential components for effective, fair and compliant employment screening procedures:

1. Be Sure to Obtain Consent

Applicant consent is foundational and crucial to success in compliant employment screening. This is because the law requires it, as stated in the Fair Credit Reporting Act (FCRA). Employers have a responsibility to make job candidates aware they will be undergoing a background screening check. A signed consent form should be obtained before commencing a compliant employment screening search.

2. Customize Assessments to Each Job

Each job type can potentially require different types of screening. For example, jobs working with children should have screening that scrutinizes past history in terms of crimes and sexual offenses. Jobs that require working with money should involve screening for financial and credit history as well as criminal past. The compliant employment screening used should be appropriate for the job duties required by the position. EEOC guidelines should be considered as individual circumstances are assessed.

3. Be Consistent

One of the most crucial elements of fair and compliant employment screening is consistency in practices. For example, if social media accounts are considered during the screening process for one worker, the same standards should be applied to all job seekers. All applicants should have a fair chance at employment with the company regardless of differences like race, religion, skin color and family status.

4. Screen Temps and Subcontractors

Just because a worker isn’t a permanent or in-house hire doesn’t mean they shouldn’t be held to the same standards as these workers. Every worker, no matter what the status, should be subject to relevant and appropriate employment screening.

5. Partner with a Professional Compliant Employment Screening Company

Businesses should strongly consider working with an experienced, professional employment screening company for this crucial step in their hiring process. An employment screening company can perform a comprehensive range of searches to ensure candidates are top caliber. A professional employment screening company is well-versed in all the laws that govern this realm and can see to it that screening is done effectively.

Employers should consider these five elements to help ensure fair, effective and compliant employment screening.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Just like employment screening, the employer interview is a critical part of the recruitment and hiring process. It’s crucial to ask focused, high-quality questions. Like the famous Proust Questionnaire from Vanity Fair, queries should be compelling, open-ended and assist the interviewer in finding out how creative and insightful the job applicant can be.

The following are seven employer interview questions to help glean valuable insights from prospective new workers:

1. So, tell me a little about yourself?

Beginning an employer interview this way can garner valuable information that wouldn’t otherwise be procured through direct questioning. It’s open-ended, conversational and allows the interviewer to get a sense of the individual’s communication style and skills.

2. Describe your favorite responsibilities or assignments from your last job and why you enjoyed them?

While resumes tend to offer a list of accomplishments and duties, the answer to this question will delve more deeply into some of their activities. The applicant’s true aptitudes and passions will be revealed.

3. What was your biggest challenge in your last job, and how did you deal with it?

Finding out how a new hire will tackle problems and pressures in the workplace is essential in determining if they will be a good fit.

4. What is your typical role in group projects?

The answer to this question will reveal if the person is a leader, a follower, or someone who can take both roles as needed.

5. How do you think your previous employer would describe you?

This query is another way of finding out the job applicant’s strengths and weaknesses as well as more insight into their self-concept. It will also help to reveal if they will be a fit in an organization’s culture.

6. Where do you see yourself in two years? Five years?

This classic interview question can help to expose the job applicant’s longer-term goals and motivations. Employers can get a sense if they plan to stay long-term at the company.

7. Would you like to ask me any questions?

Wrapping up an employer interview with this question allows for turning the tables and seeing a little more about how the candidate’s mind works. If they answer “no,” it could indicate a lack of depth and interest in the company; however, it could also mean the interview felt complete and they have done their homework about the job.

High-quality employer interview questions along with professional reference verification can assist in determining if a job candidate is a good fit. Employer interviews should consider asking these seven questions during the recruitment and hiring decisions process.

Source: http://www.forbes.com/sites/nextavenue/2014/06/18/10-job-interview-questions-you-should-ask/

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.