Bringing new team members on board is a time and labor-intensive process. Given that, it makes sense you want to ensure you’re hiring the right employee for the job. Still, there are many factors that go into making a sound decision for your current needs, while protecting the company from potentially-negative publicity and outcomes.
Thankfully, there are methods by which you can ensure that you’ve not only selected the best candidate, but have also protected yourself and the organization from potential lawsuits or other claims. Here’s how to get started:
1) Conduct Thorough Interviews
As a dynamic business leader, you’ve taken steps to confirm that your hiring process goes beyond canned questions and basic inquiries. Still, it’s important to understand who each candidate is as a person, beyond their skills and proficiencies.
This isn’t to suggest you’ll pry into their personal lives, but rather strive to seek and uncover potential red flags and unsavory scenarios that could cast a negative light on the company when they are hired. It’s also important to gauge the authenticity of candidates. Some job seekers will put on an act during the interview, only to take a complete turn later on and cause complications that could be costly and cumbersome.
2) Perform Comprehensive Background Checks
These days, drug testing and background checks are a standard part of the hiring process. However, did you know that information gleaned from this endeavor could uncover more than merely the returned data?
For instance, according to research from the International Risk Management Institute (IRMI), a whopping 85 percent of drug abusers steal from their places of work. Researchers found that there’s also a marked increase in work-related accidents and theft, as a direct result of drug use and abuse.
In terms of a background screening, that same research revealed that more than half of all job seekers (53 percent) provided false information in their application materials. Rather than becoming skeptical or jaded by these figures, it’s best to adopt a comprehensive and detailed methodology when it comes to vetting potential job candidates.
3) Ensure Ground Rules are Fully Understood
Once all screenings and checks have been successfully passed and you’ve brought a new team member on board, it’s essential that they comprehend and accept all company policies and procedures. Make sure they sign documentation that they’ve read, understood, and will comply with these regulations. Penalties for non-compliance should also be discussed and signed/documented.
Confusion is a common occurrence, and there are times when new employees truly make honest mistakes. It’s important, however, to ensure any oversight is quickly and completely managed to avoid a repeat of the incident, and (in larger terms) to protect the company against potential threats.
To that end, all employees should attend regularly-scheduled and mandatory training sessions that guarantee their full understanding of and cooperation with company policies and procedures. This will prevent scenarios where workers become sloppy or “rusty.”
4) Safeguard Your Business
When you’re focused on the long-term growth and prosperity of your business, building a safe, inviting, and productive workplace is a priority. At the same time, it’s understandable that you don’t want to get bogged down by documentation, or create an environment of strict rules and regulations that make team members feel excluded or overwhelmed.
Still, by establishing concrete policies, you set yourself and your company up for continued success. One of those safeguards is solid risk management insurance. This helps ensure your business is protected against a variety of threats, both internal and external.
Since 2002, we’ve helped countless clients with all their insurance needs. Along with risk management, we also specialize in construction insurance, automobile, business and commercial, homeowners, and more. Contact us today to learn more about how you can defend your business and plan for a stronger future.