ment application formthat meets federal, state, and local employment related laws. Also requireapplicants to sign the application form, signifying that all theinformation provided is truthful and accurate. (10) As part of theapplication process obtain the job seeker's written agreement to perform abackground check (11). In addition to basic information (name, address,education and employment history), employers who can show a definitive needfor facts regarding criminal convictions should require this information aswell. Remember, If a higher degree of care is required between a businessand it's customers and if potential harm to the customer ( or any thirdparty) is foreseeable, the companies liability automatically is greater.Also request and obtain copies of any professional license or degrees anapplicant claims to have.2) Conduct a nondiscriminatory job interview using the completedapplication to clarify and confirm information supplied by the applicant.The interview also provides an opportunity for an employer to determinewhether an applicant is fit for the job which he or she applied. Use thisopportunity to pursue and resolve any doubts about the applicant .Empolyers who do not conduct a job interview follow a hit and missemployment philosophy.3) Check the applicant's employment references so that information suppliedby the applicant can be confirmed. Base the inquiry on the job applied for.(13) Many of the cases previously discussed address the need to obtainreferences. None of the cases however, touvch on the problems employersencounter when they try to obtain employment references from pastemployers. Typically, the employer attempting to obtain a reference isconcerned about invading the applicants privacy. Previous employers areoften guarded in thier comments - for fear of a potential libel suit beingfiled by the former employee. Many past employers refuse to provideinformation and simply say " No Comment. " Even if the human res...
