| Hiring people is tricky business. It involves a lot of | | | | the candidate, there is more than just one |
| trust and faith in whoever you decide to hire | | | | person’s opinion making the decision to allow |
| because you are asking someone whom you | | | | this person to join the team of to refuse them. If |
| don’t know into your business and your life. | | | | three of you feel uneasy about hiring them, it is |
| How will you know if they will do a good job? Will | | | | probably not a good sign. |
| they steal, come to work drunk or only be able | | | | 3. 90 Day Introductory Period |
| to do half of their job? Several businesses | | | | Several companies already perform the 90 day |
| prescreen employees by making them undergo a | | | | introductory period for all recent hires as |
| series of tests to make sure the people they are | | | | insurance, just in case the person doesn’t |
| hiring are truly who they say they are. | | | | work out. 90 days is a fairly long period of time |
| 1. Drug and Alcohol Prescreening With a Drug and | | | | to get a real feel for someone and see what their |
| Alcohol testing device | | | | habits are, who they socialize with and what their |
| New drug and alcohol testing devices are changing | | | | performance is like before you commit to hiring |
| the way employers prescreen possible candidates | | | | them for the long haul. The introductory period |
| for new positions. New alcohol and drug follicle hair | | | | can also be a good thing for the new hire in case |
| testing devices are helping a variety of employers | | | | the job is not a good fit for them as well. Like |
| feel confident about who they are hiring. New | | | | that old saying: “you are interviewing the |
| technology developments are now available to | | | | employer just as much as you are being |
| test how long a potential employee has abused | | | | interviewed.” |
| drugs or alcohol for up to 12 months! Previously, | | | | Depending on the job a person is applying for will |
| an employer may have had to rely on a urinalysis | | | | determine how extensive their prescreening will |
| test, a much less sophisticated test to tell | | | | be. An employer looking to hire a pilot, a surgeon |
| whether or not a potential candidate was a | | | | or other highly skilled position will likely give a |
| chronic abuser or not when the test only revealed | | | | thorough investigation of a candidate’s |
| a week’s worth of data at most. | | | | background including extensive drug and alcohol |
| 2. References, Interviews and Second Opinions | | | | testing. Whereas a landscaper or furniture |
| Having your candidates go through more than one | | | | designer for example may not be handling |
| interview and by several different people can give | | | | physically crucial equipment as a driver or |
| you and your organization a good feel for how a | | | | machinist. As an employer you have the right to |
| person will fit within your company. Everyone has | | | | refuse hiring anyone, thus protecting yourself and |
| biases and opinions based on first impressions and | | | | your customers. |
| with a second or third person getting a feel for | | | | |