HR Techniques: Is Your Business Using The Correct HR Forms?
A friend I know is currently looking to make a career change and has been filling out on-line applications for a lot of employers. Last night she called while filling out an application for an employer and she could not complete the application until she gave them her SSN, birth date and driver’s license number. This happened with two separate employers that have over 5,000 workers and a proper human resources organization. Wow! I am embarrassed for their CEO and the HR Vice President. Ironically, the job board where the jobs happened to be posted, advises prospects to NEVER give their date of birth or SSN on their hr forms. That is the right advice and their suggestion was completely inappropriate, unnecessary and strayed from the most basic of HR protocols.
Why is this important to you as business? There are a couple of reasons: 1) Most qualified candidates don’t feel comfortable giving this information and you will not retain ALL of the greatest candidates. 2) You might be accused of age discrimination in your recruitment sequence and 3) You might be responsible for an info security breach because of a stolen identity. All of these items has great business impact; TIME, MONEY AND REPUTATION.
You might require that info to submit a background verification, yet you don’t need it during the 1st stages of the recruitment sequence or on the application. 1st, decide that a prospect is a worthy employee and then ask your prospect to move forward in the recruiting sequence. This means giving more information on a separate hr form which you need for a background verification. Be specific why you’re asking for each bit of info. Or, don’t require their driver’s license unless the work requires driving. You usually need a SSN and birthday to be sure of a prospects identity, their legal right to work in the United States, and go over criminal records. Knowing this is why it happens to be so crucial to get excellent hr forms.
As for my buddy, she sensed that the security of her info was of greater importance than applying for a position with an employer who clearly did not understand human resources basics. Believe me, those two businesses missed out on 1 great prospect!