Human resources isn’t just about recruiting candidates — it’s about ensuring that the candidates they recruit will have a long and productive relationship with the company. Human resources departments need to think extremely long-term before committing to a new hire; not only will the company be investing a lot of money in its new employee, but it will also be taking on liability associated with the employee. Here are a few of the major things HR needs to be aware of when recruiting.
The Employee’s Criminal Background
A criminal background can mean substantial liability for a business. Though some crimes may be minor, things such as violent crime can be a tremendous red flag — and if the employee injures someone on the job, it may even be considered negligence. Full background checks should also be done for employees who will drive, as some employees may not have a clean driving abstract. A criminal background check will show not only the crimes but also when the crimes were committed. If a prospective employee failed to disclose these crimes on their initial applications, you already know that they aren’t likely to be a good fit.
The Employee’s Credit History
Why do you need to know your employee’s credit history? A poor ability to manage credit can mean financial problems — and that could mean that employees could be inspired to steal. A poor credit history shouldn’t necessarily be a deal breaker, especially if an employee is already working withcredit repair companies. It should simply be factored into your decision, especially in positions that deal with cash or accounts. An employee’s credit history can also be considered indicative of their general level of responsibility, though naturally they should be asked to explain their situation.
The Employee’s Toxicology Screenings
A company’s worker’s compensation and liability insurance could potentially skyrocket in the event that an employee causes an accident — especially if they are on drugs when it occurs. Employees should be regularly tested for potential drug use in order to keep the company safe. There are many companies that administer drug tests in a professional way, so that employees don’t need to disclose their legal medications. Performing a drug test upon hire is an excellent way to ensure that you have sites.google.com/view/freemusicallyfollowers a high quality candidate who won’t come with any unnecessary baggage.
The Employee’s Education
A surprising number of employers never seek to verify their employee’s education. Anyone can state that they acquired a degree from college — and they can even make up specific degrees entirely. Degrees should always be verified through the school system itself; otherwise employees could end up in positions that they are ill-suited for.
The Employee’s Past Experience
Finally, many human resources departments fail to actually look into an employee’s last jobs — especially if they are older positions. It’s absolutely critical that human resources representatives not only confirm that an employee worked somewhere but also that they held the position that they say that they did. Though employers are not required to answer detailed questions about the employee’s past performance — and they are even more hesitant to say something negative — many employers actually will be willing to elaborate when prompted.
Naturally, not every employee is perfect. Some employees may have had financial difficulties in the past while others may have had minor run-ins with the law. It is up to the HR team to determine whether issues that are discovered are a deal breaker. Regardless, it’s critical that the HR department make these decisions in an educated fashion — and this can only be done if they complete their due diligence.