But once we've reviewed the applications, done the interviews and checked references and are ready to offer someone the job, there's another checklist of items to follow. We use this process only after we've made a conditional job offer to an applicant. I've been reviewing our checklist for this process recently. It includes the following.
- We indicate that our job offer is conditional based partly on a successful physical exam and drug screening, which is processed at a medical center.
- If the position requires driving company or customer vehicles, we have our business insurance agent research the new hire's driving record to make sure he or she is insurable on our business policy.
- We get information we need from the person we've hired to access his or her I-CAR training records to help determine what additional classes or qualification testing are needed. We also ensure they have other certifications we require, such as in air conditioning work. We determine what equipment-specific training he or she will need to use our frame equipment, welders, lifts and jacks, and inventory system for clips and fasteners.
- We recently started using an online service, http://www.respexam.com through 3M for the mandatory respirator medical evaluation for employees. A five-minute video at the site explains the process. You create a "respirator profile" for the job. The person you've offered the position to can answer screening questions online in English or Spanish. Based on the answers, you will receive a letter saying he or she is cleared or that additional information or medical screening is required. The fee for the process is similar to that charged by a local provider of this service, but the online process makes it all paperless and easier to maintain confidentiality.
- We use a company called "Team Safety," for new employee hazards and safety training and testing. Similar services are available through www.S/P2.org. We maintain a list of personal protective equipment given to new employees, which includes safety glasses, ear protection, knee pads, respirators and various types of gloves (including explaining use and regular inspection of high-voltage gloves if the employee will work on hybrid vehicles). We make sure they bring in OSHA-approved airhose nozzles.
- We make sure they know where first aid supplies, fire extinguishers and the eye wash stand are.
- Potential employees receive our employee handbook, which has a form they must sign to indicate they have received and read it and acknowledge it is their responsibility to understand and abide by its content.
- We review what is expected for hours turned, maintenance of work space, tool use and storage, secondary container labeling, and accurate billing and documentation on all jobs. We explain the hows and whys of our blueprinting process and the parts-cart system for every job.
- We help new employees understand our company philosophy by reviewing a set of unchangeables described in our employee handbook; these explain our commitment to integrity, quality and customer service. We also explain the types of scorekeeping we do, such as monitoring customer satisfaction in terms of the job done right the first time.
This checklist can add several days to the hiring process, even at times when we're anxious to have the new person onboard immediately. But as with good discipline while interviewing and checking references, this process helps improve the odds of bringing in the right employee, and helping ensure they have what is needed to succeed from the start.
Contact info: [email protected]
