The power of hiring: Making the right choice for your team

In today’s competitive job market, effective hiring practices are essential for businesses to attract and retain top talent. By implementing successful strategies, you can help ensure your team is strong, capable and ready to drive your organization forward.

Experience vs. changes in abilities

Older workers often bring a wealth of experience and knowledge to the workplace. However, it's important to acknowledge that aging can bring changes in physical and mental abilities. Employers should focus on leveraging the strengths of older workers while providing accommodations to address any limitations.

• Physical changes: Aging can lead to decreased muscle strength, slower reaction times, and sensory changes such as reduced vision and hearing. Employers can mitigate these challenges by implementing ergonomic solutions, such as adjustable workstations and encouraging proper lifting techniques.
• Cognitive changes: While cognitive abilities generally remain stable, some older workers may experience slower processing speeds. Providing training on new technologies and allowing extra time for complex tasks can help older workers stay productive.

Pre-offer practices

• Craft detailed job descriptions: Successful employee selection depends on a clear understanding of the job. A well written job description should include physical job demands to provide applicants with an overview of the role’s requirements.
• Consider written applications: Ask candidates to share their work history, references, and skills. If it makes sense, you can also request a resume. This helps the employer check their work history and references and learn more about their qualifications.
• Conduct in-person interviews: Set up interviews with applicants. During the interview, stick to job-related questions and take notes on the responses. If needed, include job skills testing. This practice supports professionalism and helps ensure fair hiring practices.
• Clarify company policies: Ensure applicants understand your policies on drug testing, post-offer physical exams, hearing tests and credit checks before proceeding.

Post-offer practices

• Present a clear written offer: Present a written offer of employment, with any contingencies noted, such as proof of eligibility to work, drug testing, background checks and post-offer physicals to ensure clear and open communication.
• Verify education and work history: If applicable, verify education background and work history as provided on the application to ensure the candidate is qualified for the role.
• Consider drug testing: Dependent on rules and regulations, consider drug testing to support a substance free work environment. Employees that are substance free are more likely to be safe and productive.
• Perform background and credit checks: If applicable and permitted by regulations, perform background and credit checks. These reviews are conducted for security purposes and to ensure financial responsibility and integrity.

The consequences of skipping applicant screening

Example 1: No written job description*

ABC Manufacturer hired Walter after reviewing his application and conducting an interview. Walter's previous experience as a warehouse worker involved shipping tasks with minimal lifting and physical demands mostly at waist level. However, the role at ABC Manufacturer required frequent lifting of 20 pounds, lifting items overhead, and carrying packed boxes to stack on pallets. Since Walter did not receive a written job description detailing these physical demands, he was unprepared for the job's requirements. This mismatch ultimately led to Walter resigning from his position at ABC Manufacturer.

Example 2: No post-offer physical exams*

Lush Lettuce Farms hired Walter based on a job description that clearly outlined the physically demanding nature of the role, particularly during harvest season. The position required bending, lifting, and occasionally carrying heavy loads of produce weighing up to 50 pounds. However, without conducting a physical exam, it was undocumented Walter had a slight back injury that would be aggravated upon repetitive movements. After just a month on the job, Walter was injured during his shift leading to a workers compensation claim and lost productivity.

Example 3: No background checks*

Swift Shop hired Walter as a cashier without conducting a background check. After several cash register shortages, security footage revealed that Walter had been stealing regularly during his shifts. This incident highlighted the critical importance of background checks in the hiring process. Had Swift Shop performed a background check, they would have discovered Walter's criminal history for theft, potentially preventing the losses and ensuring a more secure work environment.

Conclusion

Effective hiring practices are the cornerstone of building a strong and capable workforce. By crafting detailed job descriptions, conducting thorough interviews, and implementing pre- and post-offer screenings, businesses can attract and retain top talent. These strategies not only ensure that the right candidates are selected but also help maintain a safe, productive, and compliant work environment. Remember, the investment in a robust hiring process pays off in the long run by reducing turnover, minimizing risks and fostering a culture of excellence.

Additional resources

• The business value of clear job descriptions
• Job description template
• Post-offer physical exams benefits best practices
• Pre-employment drug testing laws by state
• Sample job application form

*These examples are fictional. Any resemblance to actual persons, living or dead, or actual events is purely coincidental. The scenarios are created for illustrative purposes only and do not represent real-life situations.