Background that director of HR will determine that

Background check

A as new company and background checks cost a lot of time and money, therefore hiring managers and HR staff decided to conduct check sparingly on the last few candidates in the hiring process which we have chosen to hire.

Background checks will include:

·            Credit history

·            Criminal history

·            Drug and alcohol tests

·            Educational Verification

·            Employment history verification

 

Procedure

Candidates must complete a background check authorization form and return it to HR staff. They will conduct the checks and then HR representative will review all results and will notify the hiring manager regarding of the check. If HR staffs find negative or incomplete information, the director of HR will evaluate as the potential risks to the job’s requirements. After that director of HR will determine that the candidate should be hired or not.

Background check information will be saved for a minimum of 3 years.

 

Reference check

 

Hiring manager will interview the references provided by candidate over the phone. We would request candidate to make the first call to his or her former employers to book an appointment when we can make phone call. This way is not only professional but also make it easier for hiring manager to reach candidate’s former employers. All reference check questions are designed as performance based questions as it is vital to understand how person worked to determine how person will be able to do. All references will be asked same main questions to ensure all candidates are treated consistently and comparable information are collected.

Below are reference check questions:

1.        How long did you and the candidate work together?

·            The length of association will help reference checker to weight the responses of reference.

2.        What were the person’s strengths and weaknesses?

·            To find out if there are any strengths or weaknesses related to performance or can affect future responsibilities if we offer this job to candidate.

3.        How did this person perform in comparison to his or her colleagues?

·            Combine the answers of this question and previous question about candidate’s performance. If the answers are positive, ask following question: “if he/she is that good why you let him/her go?” If the answers are negative, ask “if he/she did not perform well, why didn’t you discipline this person?”

·            The purpose of these question to find out whether the reference give bias responses. They might give positive answers to get rid of bad employee or negative answers to keep good employee.

4.        Why did this person leave your company?

·            To validate what candidates told the reason he/she left the company during interview.

5.        Would you employ this person again? Or could the candidate have stayed if he had wanted to?

·            To conclude reference’s opinion about candidate.

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