Your Hiring Questions Answered

Week 4 of our FAQ blogs is provided by Natalie West, HR/Finance & Talent Consultant for our BCI team. She has included links to some great articles for reference. Let’s get started:

What do you do if you hired someone and they don’t show up?  The key to any employee issue is to communicate to them clearly and in writing.  You should have an orientation meeting for each employee that clearly defines the expectations of their position.  Preferably, the manager would include this in an initial onboarding session on the first day of employment and have the employee sign a document indicating that this information was discussed.  Then, if the employee is late or a no-show, you can provide them with clear communication (written) and a sit-down meeting to discuss their infraction with yet another opportunity to sign the write-up.  File all documentation in their employee file.  If you want to give them the benefit of the doubt and they do it a second time, provide written communication of termination of employment, giving the reason and outlining the previous conversations and write-ups.

Don’t forget that what you allow is what you accept.  If one person does this on a continual basis with no consequences, you are telling everyone else that works for your company that it’s ok.  Decide for yourself.


Do you recommend doing background checks on new hires? Drug tests? 

Background checks:  Many employers are utilizing this option in the hiring process.  There are rules and regulations regarding use of the information gathered to either hire or not hire the employee.  Also know that you cannot discriminate against any specific prospects because of their race, ethnicity, etc.  If you choose to use background checks, make it something you do across the board.  For everyone.  Please be certain to educate yourself on how the EEOC (Equal Employment Opportunity Commission) recommends you implement this part of the hiring process:


Drug Tests:  Pre-employment drug screening is common but regulated by state laws.  Please check your state’s drug screening laws prior to putting this into your hiring process.  Certain employers regulated by Federal Agencies are required to drug test prior to hiring (semi drivers, healthcare professionals, etc.).  Again, you cannot cherry pick people you find suspicious (your opinion).  You must do this for all employees or none.  No discrimination.

As for random drug tests, again – check with your state laws regarding how to conduct these fairly and without prejudice and make sure you follow all of the recommendations. Document everything.


Bob Clements Intl., Inc and is affiliates do not provide legal, tax or financial advice.  We are not a law firm or an expert in accounting or HR law or other related fields.  Your personal and/or business situation is unique and fact dependent.  Thus, any information or guidance provided may not be appropriate for your individual situation.  Accordingly, before making any decisions or implementing any hiring/termination or other employee management process, you should consider obtaining information and advice from professionals who are fully aware of your circumstances and the law for your area.
By | November 1st, 2018|NATDA|