4 Tips for Screening Employees for Your Studio
When you’re hiring new dance instructors, it’s essential that you take the right steps when it comes to background screening. It’s part of your responsibility as an employer to create a safe environment for both students and other employees, and that means looking into the backgrounds of individuals who will be working in the studio. If you’re not currently screening employees or you want to revamp your background check processes, here are four tips that will help you streamline the task.
1. Find a Reputable Company
You probably have a pretty tight budget when it comes to recruiting and hiring, so “free” or “do-it-yourself” background checks may seem like the best option to save money. However, sites the claim to offer free background screening usually have hidden fees or provide inaccurate, incomplete or outdated information. It’s better to look into reputable consumer reporting agencies that are known for working with small businesses. These companies will provide you with quality information at a price you can afford.
2. Create Written Policies
When you conduct inconsistent background checks, you’re opening up a can of legal worms. Consistency is key if you want to avoid any legal issues, so it’s a best practice to put your screening policies in writing. Document the steps you take with each candidate and make sure to keep records of the background checks you conduct. This documentation will be invaluable if legal action is ever taken against your studio.
3. Check References
Another way to ensure the integrity of your potential employees is to check their references. Take the time to call past employers, coworkers or fellow performers. This may eat up a little bit of your valuable time, but you may discover issues that otherwise would go undetected.
4. Check Social Media – Carefully
Looking up a job candidate’s social media sites is a helpful way to get insight on the person’s character, but there are some legal limitations to the information you can gather from these sites. A good rule to follow is that if you can’t legally ask the candidate a question in an interview, you shouldn’t gather the answer from social media. For example, it’s unlawful to ask about a job applicant’s age, race or marital status, so don’t turn to social media sites for this information. Otherwise, you could end up with a discrimination lawsuit on your hands.