3 Tips to Hire RIGHT!


Think you have little to no risk of lawsuit when it comes to recruiting and hiring?  You may want to ask the major retail chain who ended up paying out over a half of a million dollars, because the EEOC found that their hiring practices were discriminatory and they destroyed records they were required by law to keep.  

Or ask the other company who was sued for more than two million dollars, because they knowingly hired a person for an attendant job who had several convictions for aggravated assault and assault with a deadly weapon.

The list of horror stories goes on and on, but the sad part is they could have been avoided by investing time training their managers on the rules of safely recruiting and hiring quality candidates.  

Once your managers have a clear understanding of interviewing best practices and the procedures, your company’s chances of being added to the list of stories that keep you awake at night, diminishes.

Here are few tips to keep in mind when you or your managers are looking for the RIGHT person to hire:

  1. Make certain you’re interviewing based on the job that the employee can expect to do when they get hired. Many times the interviewer paints a glowing picture of the job they are looking to fill.  Imagine the new hire’s disillusionment when they get into the job only to learn it’s nothing like the job they were expecting.  

  2. Create a list with all the questions you need to ask your candidates, and don’t forget to write down the answers you’re looking for.  Sometimes, interviewers think they can wing it, making up questions on the fly, only to realize that because of their lack of preparation, the time spent talking to the candidate garnered them no useful information. Not only is it a costly waste of money and time, it leaves the candidate with questions about the company.  

  3. Keep your company out of trouble by learning the do’s and don’ts of taking interview notes.  Don’t make the fatal mistake of writing your interview notes or “memory joggers” directly on the employment application.  Once the candidate completes an application, it becomes an official company document that must be retained and could be subject to subpoena in the event of a lawsuit.  

If you want to learn more about Hiring Right, we invite you to join us on April 16th at 11am/EDT for the first of our FREE webinars in our Back to Basics series.  Can’t make it to the live event?  You can still get a 1 day complimentary access to the recorded session but only if you register early.