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respond to two of your peersResponses
#1 – Lauren
After recruiting and beginning the hiring process, I would ensure that the new
hire has completed a background check waiver. From there, I would start by
verifying the information that the hire has provided is factual. Things such as
reference, previous work history, etc. should be checked in the interview
process, however, things such as any specific licenses or additional training
relevant to the position should be checked to ensure accuracy. Companies I have
worked with in the past all have had internal systems to conduct background
checks, so I would probably use one of those. However, if I didn’t have access
to that, hiring a third party that conducts background checks would be needed to
check for any criminal history, misconduct, or credit history (Mathis, 2020).
Additionally, checking the hires social media such as Facebook, LinkedIn, or
any other could provide additional insight into the hire (Mathis, 2020).
Companies I have worked with in the past have even had software to allow the
recruiter to put in the hires information and discover any social media accounts
that may not have been disclosed. Of course, those companies did have the new
hire sign disclosures prior to searching. Sometimes at the same time the check is
being conducted, I have had hires start the drug testing process. Other times, I
have had to wait until the background check cleared before proceeding. It was
dependent on the policies of the company and how strongly they felt there
would be no issues to proceed with the additional costs associated with drug
testing.
References:
Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2020). Human Resource
Management (15th ed.). Cengage Learning
US. https://mbsdirect.vitalsource.com/books/9781305856189
less
#2 – Hannah
If I were to conduct a complete background investigation on applicants, I would
start off by obtaining a signed release from them giving permission to conduct
the background check. It’s also important to ensure that the background check is
pertinent to the positions being performed.
Verifying the applicants references, previous employment, and educational
credentials would be my first step. I would then conduct a criminal background
check that is performed fairly and consistently across employees applying for
similar positions. Conducting criminal background checks also prevents the
employer from a negligent hiring lawsuit. If I came across an applicant with
criminal history, I would consider the nature of the offense, time elapsed since
conviction or prison release, and the nature of the job being sought. “HR
professionals should consult with their legal counsel to ensure that any
consideration of criminal background meets all requirements across states and
federal jurisdictions” (Mathis et al., 2020). Next, a drug test would be
conducted. “Drug testing is a prevention and deterrent method that is often part
of a comprehensive drug-free workplace program” (SAMHSA, n.d.). If an
applicant tests positive for drug use, a second and more detailed analysis should
be ran with the consideration of prescribed medications while definite policies
and procedures are being established and followed. Once all of these checks
have been conducted, I would extend the offer to applicants that are a good fit
for the job. When the job has been conditionally offered, we may have the
applicant either complete a pre-employment health check or pay for their
physical exam. “The ADA prohibits a company from rejecting an individual
because of a disability and from asking job applicants any question related to
current or past medical history until a conditional job offer has been made”
(Mathis et al., 2020). It also should be made clear that the candidate who was
offered the position is not actually hired until the physical inquiry is completed.
References
Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2020). Human Resource
Management (15th ed.). Cengage
Limited. https://mbsdirect.vitalsource.com/books/9781337520164
SAMHSA. (n.d.). Drug Testing Resources for the Workplace. SAMHSA.
Retrieved November 14, 2022, from https://www.samhsa.gov/workplace/drugtesting-resources
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