Hiring Compliance

A service to provide guidance, and to allow interview follow-up documentation.

1. If this is your first time hiring an employee, make sure your insurance policy covers worker's compensation and any other liability before you even begin. You don’t want to be stuck paying out of pocket.

2. Make sure your hiring process is legal. If a candidate feels that he or she has been denied a job because of discrimination, he or she can file a suit against you with the Equal Employment Opportunity Commission.

3. Avoid this problem by creating a criteria matrix that defines the functions of the job, so that you can prove that you denied someone employment because he or she wasn’t qualified and not because you’re biased. Also, don’t throw away anyone’s paperwork for two years, just in case they come back with a claim.

4. Advertise the position in a wide range of places, so that you don’t get caught in the EEOC’s “systematic discrimination” initiative, which preys on companies that don’t look into a large enough pool.

5. Don’t ask inappropriate questions both on applications and during interviews. You may think you’re being friendly, but asking personal questions can be illegal. 
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Service to provide:
Resume / work history verification.  Look for lies, distortions, omissions and exaggerations.
Typical background check / credit check / motor vehicle check / offender check.
Train interviewers to be less likely to be manipulated and conned.