5 Strategies to Protect Your Organization
1. Good Hiring Practices
It is just good business to ensure fair and unbiased hiring practices and that the process is consistently used on all job applicants. When all applicants go through the same screening, it becomes easier to identify the best and most qualified applicant for the job. Part of this process is incorporating testing, personal interviews and reference checks which helps create the data needed to justify a hiring decision.
2. Employee Process Training
Employees should be trained on the policies and procedures of the hiring process and should be held accountable for adhering to hiring protocol. Policies and procedures are only as effective as the the employees who have responsibility for performing them and training can help ensure understanding of expected practices.
3. Documentation of Hiring Process
Documentation of the hiring process is a critical part of good business practice. The defense of an organization’s hiring practices relies heavily on the documentation that justifies hiring decisions. There should be documentation every step of the way in the hiring process and information about every job candidate should be kept for reference if ever needed. Keeping electronic copies of all documentation eliminates the need to save mountains of paper.
4. Auditing the Hiring Process
Auditing the internal process can help ensure employee understanding and compliance with policies and procedures. It is recommended to have someone who can objectively review documentation to ensure compliance with established policies and procedures. An audit report can help identify employee training needs and be used to help correct inconsistent practices.
5. Employee Accountability
A structured performance management process can ensure that employees are held accountable for their actions. It is important that employees understand what is expected of them and what the consequences will be for not meeting expectations.
I am of the belief that most organizations operate with integrity and good intentions but their internal processes are what get them in trouble. In the case of legal compliance, it is unfortunate that organizations sometimes have to pay the price for sloppy internal practices or employees not being accountable for their actions. Was this the case for Tyson – I don’t know – but what I do know is that they are probably scrambling to tighten up their internal processes. Now might be a good time for you to audit your own policies and procedures to ensure they are being done legally and consistently.