Screening Applicants

Once you have made it public that you're hiring, the actions that you are about to take can have serious legal consequences. Any person who responds to your ad is probably an applicant and may be protected by state and federal antidiscrimination laws. You will need to consider the following to efficiently screen job applicants and avoid discrimination at the same time:

Screening application materials. How to effectively and legally screen application materials, such as resumes and work samples.
Job application forms. Determining whether you should use a job application form and what questions you should and should not include.
Interviewing candidates. Rules to follow that will ensure a smooth and successful interview process.
Taking notes during the screening and interview process. The notes you should and should not take during the screening and interviewing process.
Skills testing. Using skills testing to test an applicant’s ability to do a specific job.
Other pre-employment tests. Tests that aren't related to ability or skill that you can ask applicants to take, including drug use testing, lie detector testing, and medical screening.
Notifying rejected applicants. Acknowledging the applicants for your job opening.
Checking references and credentials. Information on contacting the references provided and verifying the educational or other credentials presented for the applicant you have decided to hire.
Background checks. The types of background information, such as credit reports and driving records you can obtain from third parties and when it is appropriate or required to do so.
Risks of negligent hiring. You have a duty to make a reasonable investigation of an applicant's fitness before hiring. The extent of the duty varies with the circumstances.