Employment Risk Assessment Checklist
Assessing the risks of every potential hire is important for a business owner or human resources team looking to acquire employees with the best chances of succeeding for the company in the long term. A risk assessment checklist helps with this process and lists the criteria most important to the business owner or HR team, including identity verification, criminal background information and employment history.
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Applicant Background Checks
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Investigating an applicant's background, including verifying his identity and checking for criminal history, is integral to the risk assessment of a potential hire. While many states have laws making it illegal to reject an application based solely on criminal history, hiring an applicant with a conviction record presents liability concerns for your business. If your business is in a state-regulated industry, including child care and education, hiring a candidate with a criminal conviction may be impossible. If your business is outside these regulated industries, consider the length of an applicant's criminal history, time of the last offense and rehabilitation efforts. Failing to investigate the conviction record could result in a negligence lawsuit if a customer incurs a loss at the hands of the employee.
Calling Previous Employers
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Contacting an applicant's previous employers can help you verify the applicant's job history and confirm the reasons why the candidate left these positions. Because of concerns over slander lawsuits, an employer is usually unwilling to provide details regarding the work history of a former employee. An employer will only confirm that the employee worked at the establishment, the reason for the employee leaving and the worker's eligibility for rehire. Cross-check this information with the candidate's application to determine if the applicant is telling the truth about his work history. A person who lies on a job application isn't a smart hire.
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Checking Certifications and Licenses
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Many industries across the country, including manufacturing, electronics repair and medicine, require employees to have special licenses or certifications. These qualifications serve as proof that employees and job applicants have the proper training to conduct essential industry functions within established safety boundaries. Verifying that applicants have the appropriate credentials to legally operate in your company's industry is crucial to ensuring you're hiring employees who won't present a safety risk to those around them. Failing to verify licenses and certifications can render your company liable for any injuries or property damage caused by improperly licensed employees.
Gauging Intelligence and Integrity
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Intelligence is more than a candidate's IQ or college degrees. According to Entrepreneur's website, intelligence is more about an applicant's ability to come up with new ideas and grow into a position through skill acquisition while on the job. Hiring an employee who can't grow with your business will only drag down your team and slow overall worker development. Integrity is another important intangible when assessing a candidate's risks and benefits. You want to hire a candidate who will keep promises, hold customer needs in the highest regard and work within established policies and procedures. Asking an applicant about attitudes and beliefs surrounding integrity can help you gauge a prospective employee's ethical standards. Examining that worker's job history for ethical violations and reprimands for rule-breaking provides concrete proof.
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