Businesses that do not have documented hiring policies are more apt to making the wrong decision when hiring new employees. Everyone can benefit from hiring policies that identify the most qualified, and productive employees.
So what areas should you consider when developing Employment and Hiring Policies?
Sourcing is a human resources term for finding potential job candidates to fill an open or newly created position. In general the two main types of sourcing or recruiting are internal and external.
- Internal sourcing is the practice of promoting or laterally moving existing employees before looking outside the company to fill a position. Having a general area where open positions are posted or including open positions on a company intranet or newsletter are great ways to get the word out.
- External sourcing is the practice of looking outside the company because the skill you need cannot be found within your current employee pool.
Being consistent and creative during the interview process can work to your advantage.
- Give the interviewee possible scenarios on which to react and take note of how he or she would handle the situation.
- Allow the candidate to give detailed answers and express their solutions to scenario’s presented.
Not conducting a background check or only focusing on previous employment references can be one of the biggest hiring mistakes you can make. Screening a potential employee with due diligence means:
- Conducting a criminal and civil background check.
- Contacting previous employers.
- Searching popular social networking websites, such as Facebook, to ascertain what personal information he shares and conduct he publishes.
Many states have laws giving current and former employees access to their own personnel files. The extent of access provided varies from state to state. In order to avoid lawsuits and problems, be sure you know the law in your state. Here are some points to keep in mind:
- Keep Files Confidential – Don’t allow just anyone to rummage through the performance evaluations, salaries and job applications of coworkers. Keep employee files in a locked cabinet.
- What Information Can Your Employee See? Avoid allowing employee’s to see sensitive items such as a background investigation, reference letters, and information that might violate the privacy of other people. To find out about your state’s law, contact your state’s labor department.
- Establish a Policies Regarding Personnel Files: Even if your state does not expressly allow employees to inspect their personnel files, you might consider making it your policy, or at least informing your employees of documents you are putting their files.
For more information about how to implement these policies, including forms, guides and tips please see the “Recruiting & Staffing” section of this site.