 | 
| Hiring
Process Checklist |
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|
I.
Initial Interview
| _____ |
1.
Meet applicant in person in quiet, private area. |
| _____ |
2.
Provide prospective employee with an application, which has been reviewed
by legal counsel. |
| _____ |
3. Review the blank application to explain information required and
answer applicant's questions. |
| _____ |
4.
Have prospect completely fill out the application information. |
| _____ |
5. Carefully review application once completed. |
| _____ |
6.
Confirm accuracy of spelling and addresses of past employment, references,
educational institutions, etc. |
| _____ |
7.
Determine applicant's residence and how long he/she has lived there. |
| _____ |
8. Inquire about any breaks in his/her employment history. |
| _____ |
9.
Ask the applicant if you will need additional information from him/her
concerning any change of name, nickname, or use of an assumed name
to allow you to check references and work record. |
| _____ |
10.
Review the applicant's educational training if it has a bearing on
the job for which he/she is applying. |
| _____ |
11.
Ask if the applicant has been convicted of a crime. (You may not ask
if an applicant has been arrested.) You should explain to the applicant
that a conviction of a crime will not automatically bar employment.
In determining whether or not to deny employment based on an applicant's
conviction of a crime, you must consider the following facts: a. the
relationship of the crime to the job duties; b. the nature, number
and circumstances of the offense(s) for which the individual was convicted;
c. the length of time intervening between the conviction(s) and the
employment decision; d. the individual's employment history; and,
e. the individual's efforts at rehabilitation. |
| _____ |
12.
If the applicant's duties will require driving, ask him/her for a
valid driver's license and the driving record. |
| |
13.
Ask the applicant to sign a statement on the application form giving
you permission to check all references and obtain information from
previous employers. The statement should also release previous employers
and others from liability for any information that is provided. |
II.
Follow-up on Initial Meeting
| _____ |
1. Check all
personal/character references of the applicant. If you discover the
references are generally family members, for example, ask the applicant
for other references. |
|
| _____
|
a.
In what context do they know the applicant? |
| _____
|
b.
How long have they known him/her? |
| _____
|
c.
Upon what is the reference based (personal observation/secondhand
information)? |
| _____
|
d.
Do you need more current references? |
| _____
|
e.
Make note of all comments you receive. |
|
| _____ |
2. Check all
professional/employment references. |
| |
| _____ |
a.
Determine job duties. (Do they coincide with those on the application?)
|
| _____ |
b.
Determine length of employment. |
| _____ |
c.
Determine reason(s) applicant left previous job. |
| _____ |
d.
Determine if former employer was satisfied with applicant's
performance. |
| _____ |
e.
Document all comments you receive. |
|
| _____ |
3. Confirm
educational information provided by applicant. |
| _____ |
4. If driving
is required for the job, order a copy of the applicant's driving record. |
| _____ |
5. If you
are concerned about the applicant's criminal past and its effect on
suitability for the job, obtain a copy of the applicant's criminal
record. Each state has different rules concerning the availability
of these public records. Some possible sources of information are:
the State Police, the Office of the State Attorney General, offices
of the County Clerk in counties throughout the state, District Attorneys'
offices, and your attorney. |
| _____ |
6. Request
a consumer credit report from a consumer credit reporting agency,
if necessary. (However, you must comply with the Fair Credit Reporting
Act and similar State Acts.) |
| _____ |
7. Speak
with the applicant again if you need clarification or additional information. |
| _____ |
8. Review
the application and the information about the applicant with other
decision-makers within the organization. Note: Include only those
individuals within the organization who have a reason to know the
information in this review. |
| _____ |
9. Discuss
the applicant in detail. Discussion should be limited to the requirements
of the position and the applicant's suitability for that position.
|
| _____ |
10. Make a
decision based on relevant and job-related factors as to if the candidate
is qualified for the job. |
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