3 Tips to Avoid a Bad Hire

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There have been many famous cases of employees being found to not have the qualifications or experience they claim and often when this is discovered, the harm has already been done to the business. With the cost of hiring, on-boarding and training new employees not getting cheaper, it’s important that the time and effort that goes into a new hire does not go to waste. So how can you avoid a bad hire for your organisation?

  1. Do your due diligence

An obvious one to start. By conducting background checks on your potential employee, it can put to bed any worries they could cause your business harm. In many cases of negligent hiring, a common factor is foreseeability. Was it foreseeable that the employee would engage in harmful activity? Carrying out thorough due diligence answers this straight away.

  1. Be proportionate to the role

There is no ‘one-size-fits-all’ approach to screening as not all employees will pose the same level of risk to your business. Make sure you implement an effective process that takes into account the variety of roles you will hire for, and that you have appropriate screening procedures for each.

  1. Use reputable sources

If you partner with a reputable background screening company, then you have nothing to fear. Gathering information to create a background report can be a difficult task, and you want to be sure that all the information it contains comes from reliable and legal, sources.

It may seem like simple advice, but by ensuring you conduct proportionate, thorough, and legal background screening, then the odds of a bad hire are greatly reduced.

 

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HireRight

HireRight is here to help guide you through the biggest screening challenges so you can focus on what’s important to you; attracting top talent. HireRight provides employment background screening services to organisations of any size, in every industry, and nearly anywhere.

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The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

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