Background/Reference Checking HR400 Unit 8 Seminar

SOURCING Telephone Prescreen Telephone Interview HR Structured Interview Computer Based Simulation Supervisor Structured Interview Job Offer Background Check & Drug Screen On- Boarding TrainingOrientation 1.Stay or Leave 2.High or Low Job Performance 3.Good or Bad Citizenship Performance 4.Low vs. High Absenteeism & Tardiness 5.Good vs. Poor Customer Service 6.Follow or Ignore Policies and Rules 7.Embrace or Block Change 8.Recommend or Badmouth Company’s Products and Services 9.Recommend or Badmouth Company as a place to work Staffing Process On-boarding Process Performance Outcomes Where might the background check be?

Protection of: Employees and Clients Assets Liability Why use Background Checks?

NEGLIGENT HIRING... more than half the awards in recent security negligence cases have exceeded $100,000. HR Magazine, 6/00 “Looking for Chinks In the Armor.” Direct Costs

THEFT... Have organizations become a haven for ex-felons and thieves?... Almost all of the thieves were gaining employment at a xxxxx store for one premeditated reason -- to steal. Security Management Magazine, 11/99 “Stop Insiders from Eating Profits.” Direct Costs

COMPUTER CRIME Average Cost Per Hacker Incident: Outside Hacker$56 Thousand Inside Hacker$2.7 Million Security Management Magazine, 12/99 “Inside the Mind of the Insider.” Direct Costs

NEGLIGENT HIRING... awards average about $500,000 in cases where an individual is assaulted at a place of business. HR Magazine, 6/00 “Looking for Chinks In the Armor.” Direct Costs

Next Steps Background and reference checks Hiring decision Job offer / negotiations Applicant notification New hire in-processing / Orientation

Orienting the New Employee McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc., All Rights Reserved.

12-10 New Employee Orientation and Socialization Orientation New Employee Orientation Program Suggestions Socialization Content People Performance proficiency Organization goals and values Politics Language History Delivery

Employment Handbooks What are the implications of having an employment handbook that is given to employees at orientation? Life-long employment? Permanent employees? 12-11

12-12 Discussion question What are examples of orientation experiences you have had as a new hire that have been particularly effective (or ineffective) in helping to make the person/job match happen?

12-13 Legal Issues Authorization to work Under IRCA, company is prohibited from hiring or continuing to employ an alien not authorized to work in U.S. Negligent hiring Workplace torts issue involving claims by an injured plaintiff that plaintiff was harmed by an unfit employee who was negligently hired by company Employment-at-will Involves right of either employer or employee to unilaterally terminate employment relationship

Week 8 Assignments The Scenario: You are the hiring manager at Home Depot and need to fill a position for an exempt status night shift supervisor. You have your eye on an applicant who you think would be a good fit for the position. The applicant meets the minimum job requirements as listed in the advertised job description, responded well to the competency-based interview questions you posed during the interview, and you documented very positive remarks about the applicant in your notes. You conducted a reference check on the applicant by contacting former employers and co-workers and everything checked out. However, the results of the background check shows the applicant has been arrested and charged of possession of illicit drugs on one occasion, for which the applicant served jail time.

Week 8 Assignments One-to-two page paper. Use your reading assignment for this week to help you respond to the questions. You are also encouraged to conduct your own outside research to help you complete this activity. How do the results of the background check influence your decision to hire the applicant? Do you still hire the applicant, despite the results of the background check? Explain. What specific legal guidelines are provided for this specific scenario? Would it be legal to hire this applicant? Explain. If you did choose to hire the applicant, what additional pre- employment tests might you require of the applicant before employment can begin? Explain.

Wrap-up Questions??? Thank you for attending!