Page 274 - An Indispensible Resource for Being a Credible Activist

You’ll want to meet with your leadership and legal department to confirm which level
of background checking services you’ll need for your industry, your company, and perhaps
for different positions or locations. Be sure to choose any drug labs for preemployment drug
testing carefully or there is a chance of getting false-positive results. Look for a certified drug
lab. With background checking companies, you’ll want to be very clear on procedures and
what you can expect from them in terms of a guarantee of accuracy. You’ll also want to note
any specific costs for the services offered next to the Y (for yes) in this chart.
Depending on your role, you may have varying roles in the selection of staff. If you’re
able to do so, recommend using the EQi and/or the EQ360 or the MSCEIT for preemploy-
ment tests. This will help you get a better fit for the position, the department, and your
workplace culture.
Meet with the department heads of those departments that are recruiting, and ask them
how they’d feel about preemployment testing. You should also come to agreement with the
department head regarding any interview questions that will be asked of all candidates and
remind all others interviewing with you of EEO questions to avoid on interviews, which they
will have learned in their supervisory trainings.
You should have ready the various letters for applicants being offered a position as well
as for those who will not be going further in the application process. Keep in mind that all
applicants should receive the courtesy of a response, even if they are not being offered a posi-
tion. See the HR Tools entitled “Sample Full-Time Employment Offer Letter,” “Sample Postcard
to Send to Applicants You Will Not Be Interviewing,” “Sample ‘Dear Interviewee’ Letter #1,”
and “Sample ‘Dear Interviewee’ Letter #2,” on pages 264–266. Have your IT department set up
an automatic reply response for those applicants who apply via e-mail.

CHAPTER 16 • Job Design, Selection, and Recruitment 257