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Application process do’s and don’ts

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The right application process can land you the ideal employee — and the wrong one can land you a lawsuit. Here are some essential rules for getting it right:

First of all, to best protect your company, you must employ a uniform application process for each and every job candidate. Don’t let anyone squeak through without filling out a written application form. This form covers you in many ways, from preventing critical questions from going unanswered to providing you with written evidence that the candidate answered the questions truthfully or untruthfully.

Take care in the interview process as well. Questions about marital status or children, for example, can lead to accusations of discrimination based on sexual orientation. You can, however, ask alternative questions about whether the candidate is willing to relocate or has outside commitments or responsibilities that might affect their availability.

The answers on the application form can also impact the legality of your interview questions. If for instance you don’t ask a job candidate about previous convictions on the written application and then ask that question in an interview, you’ve violated the law. If, on the other hand, applicants claim in the written application to have no prior felonies, and you discover otherwise during a subsequent background check, then you’ve got a legitimate reason for not hiring that person and the question becomes legal in the interview.

The right mix of sensitivity and attention to detail will help you make smarter selections and enjoy less worry over discrimination suits — two great ways to keep your business moving in the right direction. If you’re still concerned about making potentially serious mistakes in your hiring practices, feel free to post questions to this blog.

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Written by Dan Hettrich

June 17, 2011 at 6:47 pm

Posted in Uncategorized

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