| Screening hotel employees should involve a | | | | through a standard urine test, and should also |
| degree of psychometric testing in order to | | | | make it a a routine standard test for existing |
| determine if the applicant is suitable for the type | | | | employees. Apart from any other consideration, |
| of work involved. Hotel employees have a | | | | an employee that is dependent on drugs might be |
| particularly close relationship with other employees | | | | more liable to be tempted by a guest's open door. |
| in addition to exposure to very tempting situations | | | | This is a sad fact of life that cannot be denied. A |
| for those with a criminal tendency. | | | | large proportion of crime in most countries in the |
| For that reason, the normal background | | | | world is now drugs related and you cannot afford |
| employment screening cannot be ignored, and any | | | | to employ an addict in a hotel. |
| psychometric testing carried out should be | | | | The psychometric testing previously referred to |
| additional to all of the other pre-employment | | | | relates to a tool that each hotel can design in |
| checks that are normally carried out on potential | | | | association with a professional psychometric |
| new employees. | | | | screening company, that is designed to determine |
| The legal consequences of a hotel employing | | | | the suitability of a candidate for hotel work. This is |
| somebody without carrying out suitable and | | | | done by means of a series of specially designed |
| sufficient pre-employment screening, and that | | | | multi-choice questions. It can be altered to suit |
| person going on to assault or rob from a guest, | | | | each position within the hotel from the top to the |
| are too severe for any hotel management to | | | | bottom. |
| contemplate, and so complete and thorough | | | | The benefit of the psychometric test is that it |
| screening is essential. There is a duty of care, not | | | | does what the normal background employment |
| only to the hotel guests, but also to the other | | | | screening investigations cannot do: it determines |
| employees and contractors dependent upon the | | | | whether or not a particular potential hotel |
| success of the hotel for their livelihood. | | | | employee has the right attitude and qualities |
| With regard to the traditional background checks, | | | | needed to communicate well with guests and |
| all previous employment must be checked out, | | | | work in close contact with fellow employees as |
| even if not relevant to the hotel industry. You are | | | | part of a large team. It is very useful information |
| looking here for anything that could suggest an | | | | to have if you are a hotel manager seeking a |
| unsuitability for this type of work, such as an | | | | new employee. |
| employee who prefers to work alone and finds it | | | | It is also claimed that psychometric screening can |
| difficult to be a team player. Hotel work is very | | | | reveal a criminal tendency, even if the candidate |
| much team work, and anybody who cannot work | | | | has had no previous criminal record, although such |
| closely with others would not be suitable. | | | | conclusions should be considered very carefully |
| With previous employment you are looking for | | | | and it is not recommended that they be provided |
| employment gaps, where the applicant appears | | | | as a reason for rejection of the application. |
| not have had a job. These periods have to be | | | | Many hotels operate their own screening tool that |
| investigated. The same is true of any gaps in | | | | has been designed around that specific hotel. It is |
| residential addresses provided. Either could indicate | | | | certainly something to consider as an addition to |
| a term of imprisonment that the applicant is | | | | the traditional employment screening procedures |
| naturally trying to hide. Although there is no | | | | that are routinely carried out, either by yourself, |
| national criminal record database in the USA, you | | | | or by employment background screening |
| can check the local court records during these | | | | professionals. |
| periods that have not been explained. | | | | In conclusion, then, screening hotel employees |
| You should then be able to find any criminal cases | | | | requires everything that you would do for any |
| that explains them. In most cases it will be | | | | other form of employment, plus a bit extra. That |
| necessary to attend personally to check the | | | | extra is due both to the nature of the job and |
| records, so this is often done by a third party | | | | the fact that the employee may be in close |
| professional investigator that knows how to do it | | | | contact with guests and and also their belongings. |
| effectively, and is generally known by, and has | | | | As already stated, the need for good teamwork |
| the help of, the court officials in the investigation. | | | | is also not to be forgotten since that also required |
| Medical checks will also be necessary, and although | | | | a particular type of individual. Psychometric |
| the potential employee can refuse, you can also | | | | screening can help with these, but must be |
| refuse the job. It is in your interests to know if | | | | designed by professionals qualified in this type of |
| the applicant has any condition that could affect | | | | work. However, don't forget the traditional |
| your guests and also his or her ability to do the | | | | background checking methods that provide the |
| job. You cannot discriminate for genuine disability, | | | | history of the candidate that are just as |
| but you have to know if any special | | | | important in screening hotel employees as an |
| accommodations would be necessary. | | | | applicant for any other form of work. |
| Each hotel should check every applicant for drugs | | | | |