Best Employment Practices for Hiring Employees
- Job descriptions should define the essential functions of the job, the qualifications required and the expectations of the employer.
- Application forms should be completed by all applicants, request sufficient information to screen applicants, and provide notice of any particular conditions of employment (such as a drug screen or credit check) and of "at will" employment status. In Tennessee, the application should state "This is a smoke-free workplace."
- Articulate criteria for each position and ensure that the application, background check and interviews elicit the information necessary to make an informed decision.
- Develop a consistent practice for advertising and internally posting job openings.
- Train all employees who come into contact with applicants during the interview process about acceptable inquiries, and ensure that they understand their role in the process.
- Use structured interviews to ensure that all applicants who are interviewed are asked the same questions. Use a standard system to compare interviews where possible.
- Make an informed choice in designating employees to make hiring decisions and to represent the company in the hiring process.
- Consider in advance measures that may be required to accommodate an applicant's disability.
- Zealously perform background and reference checks.
- Perform pre-employment, post-offer drug tests.
- Require that decision-makers articulate a legitimate, nondiscriminatory reason for their selection.
- Develop a consistent policy of record creation and retention.