Review your hiring practices to hire the best candidates

Jan. 1, 2020
Here are hiring tips I've collected over the years from business attorneys, personnel training classes, seminars from employment regulators and experiences as a shop owner.
Eber ABRN auto body repair collision repair hiring procedures

Many shop owners I have talked to recently have been hiring new employees. In some cases, it's because they are seeing some rebound in business as the economy slowly sputters back. In others, they have seen good talent available because other shops are slow.

In either case, it is a good time to review your hiring practices and procedures to make sure you are complying with the law, and doing the best job you can to select the right person for the job and for your company.

Here are some hiring tips I've collected over the years from business attorneys, personnel training classes, seminars from employment regulators and my own experience as a shop owner.
  • Start with a good job description. Because hiring decisions should be based on how well an applicant's skills and abilities fit what is required for the job, you and the applicant need a clear understanding of what the job entails. A "body technician" position, for example, doesn't necessarily involve the same skills and responsibilities at every shop.

A good job description will describe the duties and responsibilities specifically. A good description also can help protect you by including such requirements as the ability to appear for work on time, follow directions from supervisors, interact successfully with co-workers, understand and follow posted work rules and procedures, and accept constructive criticism.

  • Use a good application. A standard job application from an office supply store may not comply with current employment laws and will not help you get information specific to our industry. We have found it worthwhile to create our own application. Remember that your form cannot ask about marital status, age or date of birth, citizenship, religion, national origin, military record, workers' compensation claim history, height or weight, disabilities or number of dependents. It should, however, include an authorization to verify education and experience information; a statement of company policy to discharge or disqualify anyone who falsifies application information; and a statement that an offer of employment can be rescinded based on results of physical exams, drug tests or other types of pre-employment tests.
  • Interview carefully. Standardize your interview questions so that each applicant is asked the same set of questions. Keep good notes about the interview; the notes should include only comments about the applicants' qualifications, strengths and weaknesses and no comments that could be viewed as discriminatory. Never write directly on the application or resume.
  • Check references. For many shop owners, the fear of lawsuits keeps them from telling other employers much when they are called about a former employee. Yet we all want to have as much information as possible about potential employees when it is our turn to hire.

Business attorneys have told me that it is OK to give out information when called for a reference if it is true and job-related. So make sure you have the documentation to back up what you say. Don't exaggerate and don't draw conclusions from an employee's behavior. If someone was repeatedly late for work, don't say you think that he has a drug problem just because he was often late for work. Ask about the job the former employee is applying for, and only comment on his or her ability to perform those types of duties.

  • Use good screening tools. Once we have selected a new hire, we have chosen to make it clear that it is a conditional job offer, subject to the results of a drug screening and – in the case of any employee required to wear a respirator – a medical exam. If the position requires driving company or customer vehicles, we have our business insurance agent research the new hire's driving record as well. Some shops also require the applicant to authorize a criminal background check. Remember that you cannot ever ask an applicant about his or her arrest record; you may, however, ask if he or she has been convicted of a felony, and if so, to provide some explanation of the circumstances.

We've found that while these steps won't guarantee you hire the right person for the job, they will prevent a lot of hiring mistakes.

Contact info: [email protected]

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