Common Hiring Mistakes Revealed in Employment Lawsuits

Posted · Add Comment

Many organizations find themselves embroiled in costly employment lawsuits that could have been avoided had the proper background screening program been in place. Recent research of personnel files of plaintiffs compiled by Tiffanny Brosnan, partner at Snell & Wilmer LLP, reveals common tactics used by applicants to hide information from employers during the background check and provides key tips on how to help avoid hiring a future plaintiff.

Scrutinizing the employment application is a good place to start in confirming the information provided by applicants. Brosnan highlights the most important details to examine on the application and provides proven strategies to reveal the complete account of ones work history. One such verification strategy is to call the applicant at the “current employer” they’ve listed on the job application. Applicants have been known to lie about their current employment situation counting on the fact that the prospective employer won’t attempt to contact a current employer by policy, in order to protect the privacy of the applicant.

Learn more about Brosnan’s findings in the OC Metro blog posting: Don’t hire a future plaintiff

Free Report: Business Guide to Employment Background Checking
Free background checking guide
Learn nine background screening best practices by downloading:

Business Guide to Employment Background Checking

Download Now

HireRight

HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

More Posts

Follow Me:
TwitterFacebookGoogle Plus

Comments

comments


The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.