b'HiringWho, What, Why . . . Whodoesitapplyto:Everyemployer,butespeciallythoseit may yield information that an employer should not consider, subject to the largest number of discrimination laws (over 15such as a persons participation in a particular church. Be sure to employees). review the section on background checks for more information on this topic.What pre-search considerations are there: There are a lot of things to consider before you even announce a job opening. Are credit checks allowed: Many employers like to run credit Youshoulddetermineifyouwillsearchinternally,outsidechecks on applicants. It is allowed, but there are some things to thecompany,throughthenewspaper,andusetheInternet.be aware of.First, it is not legal to allow a prior bankruptcy to Whatever you select, make sure that your posting reaches allinfluence your decision to hire. Next, you absolutely must make demographics.For example, considering only local residents inthe applicant aware that you are running a check and may use an almost all Black neighborhood would be discriminatory towardthe results in your hiring decision. Additionally, you need written Hispanics. Prepare your job description in advance and base itconsent, which should be on a separate dedicated form. Finally, on the actual needs of the position and not your personal views. if you use the report as a basis not to hire, you have to give the Just because a job is physically demanding is not a reason toapplicant the report and an explanation of their rights.exclude people over 40.Make sure you use an application form that does not suggest discrimination or ask for information onWhatconsiderationsaretherefortheactualinterview:Be protected characteristics such as age and religion. careful to avoid questions that could be interpreted as giving you a discriminatory bias.You cant avoid noticing the persons What should I know about checking references:Most employersrace and sex, but avoid other protected characteristics such are afraid to give up any information on past employees for fearaspregnancy,militarystatus,religion,nationalorigin,and of being sued. Some of this concern can be allayed by requiringage.Focus on objectively determining the persons ability for applicants to sign a consent permitting former employers tothe job and getting to know their personality. If you do your job share. Additionally, you can inform the former employer of thedescriptions right, they can be a tool for avoiding discrimination. protection under Tex. Lab. Code103.001103.005 thatUse it as a checklist to gauge applicants and hold on to the makes employers immune from liability unless they lie. results. Take a look at the section on job descriptions for more information.Can I consider criminal history: You may, but some businesses suchasthoseprovidingin-homeservicesorresidentialIs there anything I should do for applicants I do not hire: It is best deliveries are required to do so by law. Note that backgroundnot to communicate with them. If you have to, keep it brief and check companies are only allowed to give history for the pastsay the candidate hired was a better fit. Internally, document seven years unless the job pays more than $75,000 or involvesyour reasons for not hiring each candidate you passed on. The selling insurance. Be sure to review the section on use of criminalEqual Employment Opportunity Commission requires that you background checks as well for more importance information onretain the records for at least a year, and I would advise keeping this topic. them three years to get past any statutes of limitations.Should I Google applicants: It seems that everyone has anCan I test an applicants physical ability to perform the job: Internet persona these days and many employers have takenThegovernmentcameupwithaneffectivewaytoisolate to searching Google and social media for information aboutemployment decisions based on disability. Businesses cannot potential applicants.While the search is potentially harmless,askdisability-relatedquestionsorgivepre-employment 1'