Читать книгу Creating and Updating an Employee Policy Manual: Policies for Your Practice - American Dental Association - Страница 31

The risk of being faced with a discrimination lawsuit does not end when the interviewing process is over. The following are additional suggestions to help protect your practice after the interview.

• Make an offer ASAP

Once you find the applicant who most nearly meets the requirements of the position, make a job offer as soon as possible so you can inform all of the other applicants of your decision. On the other hand, if the applicant rejects the offer, you have enough time to move on to the next most qualified applicant.

• Keep a record of interviews

Discrimination charges can be filed long after an alleged discriminatory act has occurred. Employers who retain records of these interviews can justify hiring procedures and employment decisions. Your records should reflect appropriate bases for your employment decisions.

• Keep individual applicant files

Employers should keep a folder containing applications, resumes, interview records, and notes on each applicant for each recently filled position. These procedures protect your practice against claims of discrimination, as well as provide a resource for filling future positions.

• Check references

References should be checked prior to or immediately following the final interviews to obtain additional information. Reference questions should be phrased in such a way that the former employer is asked to describe, not rate, the applicant in terms of your list of relevant job tasks.

References should be checked prior to or immediately following the final interviews to obtain additional information. Reference questions should be phrased in such a way that the former employer is asked to describe, not rate, the applicant in terms of your list of relevant job tasks.