Negligent Hiring

When an employee causes harm to others and the employer should have known about the individual’s potential for harm but did not take steps to limit the risk(i.e., not hiring the individual), the claim is known as negligent hiring. Conducting extensive background checks is one strategy used by businesses to prevent being held liable for negligent hiring.

How Can Employers Protect Themselves from Negligent Hiring?

If an employer wants to protect themselves against negligent hiring before recruiting new staff, here are some guidelines to follow:

  • Do Research on your Employee

After obtaining a résumé from a candidate, the first thing you should do is conduct extensive research on the candidate’s CV and background. Check to see if the information on the resume is accurate. Look at their social media pages, contact prior employers, and so on to learn more. You’ll reach a stage where you can take the following step after conducting an extensive investigation. You will get clarity on whether to schedule an interview or not.

  • Don’t recruit the first candidate you find

Before you hire the first person who comes to you. Wait for the others to find the most qualified candidate for your organization. To choose the right one for your firm, you’ll need a lot of patience and understanding. The difference between choosing from the first one who is appearing to you and from many candidates is that you will be able to identify the most prompt one and you will be having more options.

  • Conduct a background check, an interview, and a pre-employment test

Conduct a screen, interview, or pre-employment test to discover more about each prospect. This will give you a better understanding of the candidate.

  • Check with the past employers

Investigating your candidate’s previous work experience is a good method to get a clear image of who they are. These will also supply you with more sources of information.

  • Enforce drug testing

Before hiring a candidate, almost all employees need to attend a drug test. Make this a requirement for all employees so that there is no confusion about medical parts.

  • Perform credit reports

The credit report can be used for security purposes to verify someone’s identification, background, and education, to prevent theft or embezzlement, and to see the candidate’s previous employers (especially if there is missing employment experience on a resume). For businesses, it’s a significant step to figure out how capable individuals are and how they’ll handle responsibilities.

  • Authenticate qualifications and candidate claims

It’s usually a good idea to double-check the qualifications offered by your candidates. It will offer you a good indication of how accurate the credentials and claims made by the candidates are.

  • Conduct tests

This will assist you in determining how qualified your candidate is for the position. You should use a test that is both reasonable and non-discriminatory while administering it. It should also be a requirement for all candidates.

  • Check medical exams and driving records

A candidate’s basic medical exam is always a fantastic option to collect before the final recruiting. Driving records can also be used to get a better picture of a candidate’s personality. Although it may appear to be an ineffective strategy, little details can help define a character.

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