b'made, not after.Just the fact thatMake your offers conditioned onlaw, discrimination claims can be you drug test can deter substancemedical examinations or inquiries! made five years after the alleged abusers from pursuing employmentThe EEOC has indicated thatdiscrimination occurred.Are you with your business. the window of time between agoing to be able to prove why you conditional offer and the finalrejected an applicant five years ago?Conduct background checks! offer is the Remember to follow the requirements of the Fair Credittime when theWould the person be a good fit for employers right Reporting Act. to make medicalyour organizational culture?Conduct skills, competence,inquiries is the intelligence or personality testing!broadest.The It is amazing how few employersinquiries dont even have to be job related!The main restriction isNot all of these ideas are right for all take advantage of this.I equate it tothat the inquiries are made of allemployers and for all jobs.But all of looking under the hood before youjob offer recipients for the samethem are part of the menu of options buy a car.If the job requires that anposition.True, even if you getthat you should be considering as part of employee be able to hit a nail withunfavorable information, it mayyour applicant screening process.If you a hammer, why not require thembe necessary to proceed with thehave your process in place so that it goes to demonstrate that ability beforehire.But sometimes it is a basis forsmoothly, the associated delay can be kept you hire them? The testing doesntrescinding the offer.Either way,to a minimum.It can even project to that always have to be elaborate oryou want to be able to make anhot prospect that you are a sophisticated expensive, and the legal restrictionsinformed decision. employer that knows what you are doing!are fairly easy to navigate.Remember that you are allowed toDesperation hiring can open your Conduct an internet or social mediamake subjective judgments!Howdoors to the very workers that you want search!Whether or not you aredid the person interview?Are thereto keep out of your work force.Reduce conducting background checks,concerns that the applicant didemployment claims later by developing and there sometimes is a wealth ofnot adequately address?Wouldexercising good hiring practices now!information available concerningthe person be a good fit for your the applicant on the internet.Whileorganizational culture?What do there are some legal pitfalls and risksyour instincts associated with such searches, more often than not the benefits outweightell you? True,Experienced Counsel and the risks.Sometimes these searchesyou have to be prepared to can tell you more about a candidatedefend againstDetermined Professionalsthan anything else. discrimination Check references from priorclaims.At the employers! Remember that a lettersame time, your of reference is no substitute, andright to makeAttorneys may actually be a warning sign. subjective hiringOSHA Defense You Can Make sure you direct the referencedecisions is one inquiry to the proper person orof the reasonsWorkers Comp Defense Rely On for department, which may not bethat failure toLabor & EmploymentEffective where the employee wants you tohire claims areLawdirect it.Dont settle for a referenceamong the leastConstruction Law Representationfrom someone that is no longercommon andBusiness Law with the organization.Checkingeasiest to defend. Litigation Stephen A. Watringreferences is one of those unpleasantDocument,Gary W. Aumantasks that is easy to find an excusedocument,William H. Barney, IIInot to do.While it can be adocument!YouRichard L. Carr, Jr.frustrating process, just do it.Thinkwant to beDonald B. Rineerof it as business networking!Alwaysable to proveAmy C. Mitchellask if your applicant would bethe steps thatDouglas S. Jenksrehired or is eligible for rehire.It isyou took andAbigail K. Whitethe one question that I recommendyour reasonsDavid M. Rickertthat every employer asks and thatfor rejection of937-223-6003 Matthew J. Bakotaalmost every employer answer (withan applicant.very limited exceptions).And theamfdayton.comanswer often tells you all you needRemember that to know.under Ohio www.mrca.orgMidwest Roofer 17'