Pre-Employment Referencing Tutorial
Key Information (Requirements) Outline
Policies and procedures
- Needs Assessment
The key to presenting and evaluating a pre-employment program is a realistic needs assessment. The following list will serve as a beginning for the topics to be considered.
- Excessive unplanned turn-over.
- Negligent hiring or retention risks.
- Upgrading of skills by department or level.
- Provide hiring authorities referencing tools.
- Improving evaluations by better screening, interviewing and referencing.
- Drugs, driving and other related MVR risks.
- Risk containment - Hiring quality control and quality assurance.
- Policies, practices, forms - decide what they will be.
- Design your own employment application. - Application Design Instructions
- Determine how and who will process the Public Information Components and its protocols.
- Determine which Public Information you will require for each level of hiring.
- Determine how employment evaluations, dates and other screening information will be handled. Be careful that "what you do for one you do for all"!
- Your company’s current internal systems
- Interviewing
- Screening
- Referencing
- Final Offers
- External systems data retrieval
- Criminal information by County or State
- Consumer credit - national
- Driving records by State
- Education checks
- Workers compensation checks (all States not available)
- Supplier considerations, public and developed information segments
- Costs if done in-house.
- Costs if done outside.
- Suppliers skills, experience, length of time in business.
- Reference the suppliers references.
- Costs, internal and external data development
- Internal (peoples time).
- External (public information and developed information)
- Human resource or personnel dept. - staff considerations.
- Other departments - hiring considerations.
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