Safe Hiring Solutions
Wilson Cole | December 14, 2022
Which should be done first, building a safe workplace or finding safe employees? Who gains the most from workplace safety laws?
Construction, manufacturing, industrial cleaning, healthcare, in fact most industries, require that the health and safety of workers be of utmost importance. And it seems like company leaders and coaches all believe your best bet is a mix of two—ensuring it's a safe hire and building a safe workplace.
We've compiled valuable tips on how to conduct interviews that enable you to screen for safety, as well as warning signs to watch out for in both potential and current employees, below.
Fool-proof Safe Hire Solutions
What can employers do during the hiring process to determine how well-versed and experienced a candidate is in workplace safety procedures?
Below are some things recruiters can do:
1. Ask behavioral questions
An interview based on behavior emphasizes past conduct as the most accurate indicator of future behavior. Therefore, the interviewer can get a feel of how a candidate will perform in this environment if they ask behavioral questions regarding how they acted in the past and ask them to describe the actions they took in that actual situation.
Both verbal and nonverbal clues can be used to determine a candidate's attention to safety. Determine whether the candidate has the safety "know-how" necessary to succeed in this position by identifying the behaviors and methods they have previously used.
2. Check references, background, and pertinent test results
Verifying credentials through professional references also helps you to conduct a more thorough review of a candidate's safety record.
The legality of running criminal background checks on applicants is a tricky subject. However, a criminal history check can show that an applicant has acted carelessly or even endangered others.
All federal, state and local rules should be followed when conducting drug tests. It's important to note that if pre-employment drug testing is going to be done, it should be done on all applicants, not just those who may use drugs.
3. Request a portfolio and certifications
Examine the applicant portfolios for any pertinent information on their safety history. Portfolios can reveal a person's level of skill and attention to detail, both of which are significant indicators of how they will approach safety.
Seek out qualified personnel with necessary safety-related certificates or licenses. Ask applicants about whatever OSHA-specific training they may have had in the past. Have them bring any certification or proof of such activity. Employees who have the proper credentials and training are more likely to be well-versed in workplace safety risks and how to avoid them. This documentation should inspire confidence in the candidates you choose to work for your business.
4. Be on the lookout for red flags
Pay close attention to the candidates' behavior throughout the interview. Did they show up on time? Do they have everything required for the interview? Were they focused and alert?
These observations can reveal a wealth of information about candidates' attitudes toward safety.
5. Invest in backdoor hiring solutions
Don't let all your efforts go to waste because of delinquent hiring companies and dishonest candidates. Backdoor hire tracking and technology alerts you to placement fees you might have missed.
This technology also helps you track your candidates. In addition, it keeps you on the lookout for any potential shady under-the-table transactions that may transpire between your prospect and client.
To Wrap It Up
The best way to prevent problems with new hires is to vet each job applicant thoroughly. For workers to remain safe and on the job, it is crucial to know how to properly screen and hire safe staff.
Wilson Cole is the founder and CEO of Adams, Evens & Ross, the nations largest credit and collection agency design exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazines, "INC 500" for being the CEO of Adams, Evens & Ross, the 307th fastest growing privately held company in America. This exclusive group of other INC 500 CEOs includes Bill Gates of Microsoft and Larry Ellison of Oracle.In 2007 Recruiting & Staffing Solutions Magazine's Editorial Staff named him " The Billion Dollar Man" due to the fact that he had collected or helped his clients collect more than 1 Billion dollars in past due debt over his career of almost 20 years as CEO of Adams, Evens & Ross.