Texas Legal and Executive Solutions

Navigating Recruiting Laws Part III

The application form is the employer’s best tool for abiding by the law when hiring. Pay special to the wording on the form. Every applicant should be required to fully fill out the form. It should include an Equal Employment Opportunity (EEO) statement, a clause signed by the applicant dictating that all the information is accurate and that false information could result in termination, and an at-will employee statement. In addition, the application should include authorization for pre-employment testing, background investigation, and reference checking. It is also a good idea to place a time frame of validity on the application.

After the application is completed, the interviewer should review it and check for any red flags. The job interview can be used to clarify any discrepancies, such as a gap of employment, etc. The interview should be based upon the job, not the candidate, to avoid discriminatory questioning.

Always use caution with an application. Do not trust it as is without some investigation, as failure to do so can result in a negligent hiring lawsuit. Reference and background checks should be conducted. If the employer chooses a third party to perform the background check, they must abide by the federal Fair Credit Reporting Act (FCRA).

The hiring process can be a tricky system to navigate with the many laws in place. To assist your search, consider hiring a legal recruiter who will be able to guide you through the process and help you avoid common pitfalls. For more information on recruiting, contact a professional Texas legal recruiter today by calling Sapire Search Group at 1-866-413-2868.