Employment Screening, Assessments, Hiring

Workplaces where information is so tightly controlled that people don’t have what they need to do their jobs are going to be inefficient and probably toxic. Leaders who turn on people who offer constructive criticism are not going to hear much feedback. So why is that a problem?

In the hiring process, consider the following. What are best practices for drafting hiring documents such as applications? When making an offer of employment, what should employers be certain to address?

Colorado state law prevents employers from checking an applicant’s criminal history during the initial stages of the hiring process. What are the history and implications of this law?

Is targeting your online advertisement about an open position in your organization to men under the age of 35 legal? No, federal law prohibits age and sex discrimination.

Many employers do criminal background checks on prospective employees. But if something comes up that is a concern, how can an employer legitimately respond?

A multi-chapter resource by Theresa Lynn Sidebotham, Esq. and Dr. Brent Lindquist about developing spiritual screening tools and some problems that such a project might encounter.

Are you asking a candidate “illegal” questions in a job interview? This post explores some of the common problem questions to avoid and suggests tips for keeping the hiring process legal and safe for all.

A multi-chapter resource about why organizations should consider using background checks and what to look for in a service provider for your screening.

A multi-chapter resource by Theresa Lynn Sidebotham, Esq. and Dr. Brent Lindquist about what are acceptable questions for pre-screening questionnaires.

Colorado employers must verify their employees’ legal work status. To do this, they must fill out the new federal I-9, which is very similar to the old one, but has some new “smart” characteristics.