3 Best Practices For Screening A Candidate

How To Screen Candidates Correctly

judges-on-interview-panelWhen applying for a job or place to live, most candidates are familiar with the screening process and the guidelines you, the established business, must obey in order to ensure a fair decision. However, just because these guidelines are expected of us does not mean they are strictly enforced every time. Especially if disobeying the rules saves you time and/or money. This could lead to a lot of trouble down the road if a candidate feels someone else had an unfair advantage and decides to take legal action. Here are three best practices that will help you stay credible and keep the playing field equal.

1. Don’t pick and choose. Picking which candidates to run a background report on could be considered discrimination. Though many believe it is a great way to save money, it will actually cost you more money in the end if an applicant feels they were discriminated against and files a lawsuit against you.

2. Get rid of ANY discriminatory practices. A

ny practice that you use that could be considered discriminatory (asking about their religion, sexual orientation, family background, etc. during the screening process) can and WILL get you in trouble if reported. Go off of the facts they give you in their application forms and no more.

3. DO NOT lower or raise your renting/hiring standards based on how you personally feel about the candidate. You must apply the same leasing/hiring criteria to all applicants or risk a lawsuit!

Good rule of thumb for your next screening process? Go off of the facts. Leave personal feelings at home and make your decision based on what you see in the report. Remember, the facts don’t lie.