| Background screening
Background screening of job candidates is a common and legal practice that many employers utilize to ensure that workers have the qualifications and credentials they say they have in their interviews and resumes.
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| Conviction records
During the hiring process, employers have the right to ask about and check an applicant's criminal conviction records. Many do so to protect themselves from being held liable for negligently hiring workers who commit crimes while on the job.
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| Discriminatory recruitment efforts
When companies recruit employees, whether through employment agencies, newspaper ads, or by word-of mouth, their recruitment efforts must avoid discriminating against or excluding certain groups of candidates from applying or being considered for employment.
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| Fair Credit Reporting Act (FCRA)
Before hiring employees, many employers use credit reports either to gain a general knowledge of an applicant's financial honesty and integrity or to screen applicants for sensitive positions, such as cashiers or couriers.
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| Oral promises as implied contracts
Some employers wrongly assume that employment contracts made orally aren't legally binding. Written contracts, are, of course, more preferable because they create a record of what was agreed and thus help to prevent misunderstandings and arguments.
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| Non-compete agreements
Losing an employee to a competitor can be a major concern for any company, especially if the employee chooses to take private or valuable company information to the competitor.
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| Probationary periods
A probationary period is a type of temporary employment arrangement whereby an employer hires an applicant for a certain period of time, usually for 60 or 90 days.
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| Reference checks
Employers concerned about making costly hiring mistakes often check an applicant's references to verify employment information and to gain information about the applicant's skills, qualifications, and work habits.
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