b'AVOID EMPLOYMENT CLAIMS BY AVOIDINGDESPERATION HIRINGby Steve Watring, Auman, Mahan & Furry H elp wantedIn our firms employment law group, wethe position involved, here are a few signsfrequently say that 5% of the employeesprecautions that every employer should increasinglycreate 95% of the employment problems. at least consider including in its screening are starting to litterThere is only one reason we say that process:the business landscape. because its true! And what is worse, Online help wantedsometimes that one desperation hireDevelop a good employment postings are on the rise.It is rapidlyspreads problems like a virus, and infectsapplication!Our model application turning into an employees marketthe other 95% of your workforce as well.(updated this year) is available on in which jobs are more plentiful thanour website www.amfdayton.com qualified and quality workers. The best solution is relatively simple. for those who are interested.The single best way to limit employment This dynamic often leads to what Iproblems is to screen out that 5% beforeRequire a completed employment refer to as desperation hiring.You needthey become your employees, and yourapplication for all applicants-NO someone to do the work.You need themproblem.The single best way to do thatEXCEPTIONS! And actually to start yesterday.You find a candidateis to establish and exercise good applicanttake the time to scrutinize the that looks qualified.You are concernedscreening practices.Avoid desperationapplication.A partially completed that someone else will beat you to thehiring by taking a disciplined approachor poorly completed application punch and hire them out from under you. and sticking to those practices even in analone can be a red flag.A resume You move too quickly.You take someemployees market.Furthermore, tryis fine, but it is no substitute for a shortcuts in the screening process.Youto get others in your organization (yes,completed application.miss or disregard some red flags.even your bosses) to buy into and followUtilize proper interviewing those practices.Show them this articletechniques! Watch for red flags A desperation hire can work out, but itif necessary.While it cannot always be is high risk.The reality is that desperationcontrolled, a managers back door jobalong the way.hiring usually is better for your attorneysoffers to acquaintances still are subject toConduct drug testing!Remember business than it is for yours. This isthe 5% rule.And a mistake in hiring athat a drug test is NOT considered because todays desperation hire frequentlymanagement level person can be even moreto be a medical examination under cultivates in the petri dish until itcatastrophic for your organization. the ADA.Ideally, a drug test flourishes into a full blown employmentshould be conducted AND the problem: next week, next month or nextWhile applicant screening steps canresults received before an offer is year.Just give it time. vary depending on your business and 16 www.mrca.orgMidwest Roofer'