The time has come to hire your first employee. While it may be tempting to offer the job to the first great candidate you find, the reality is that there are many factors to take into consideration before you extend an offer of employment. Following these steps can help you make an informed decision about hiring the right person for the job while staying within the legal and ethical boundaries that employers are required to follow. If you're still searching for Maytag dealers in South Carolina, stop and call T & L! You'll love our prices and customer service.
Give Their Background a Look
Your new employee will be working directly with your customers in your laundromat. Customer payment information, identifying details, and customer safety all fall under your employee's job description. Ensuring that the person you are considering for the position doesn't have a criminal history of identity theft or assault is critical. If your employee's actions hurt someone, you could be held liable. Most background checks will show you whether the person has filed claims against a previous employer, whether they have a criminal record, and their credit history. Be aware that you must inform potential employees in writing that a background check will be conducted. Choose a background check company that has been in existence for an extended period of time and has a good reputation. Beware of firms that offer low-cost services and aren't able to be verified.
Pre-Employment Drug Screens
While it is illegal to inquire about your potential employee's prescription drug use, you can test for the use of illicit substances prior to extending an offer of employment. In some states, certain positions are required to test for drugs depending upon the type of job being offered. If an applicant refuses to take a drug test the employment offer can be retracted or denied.
Once your behind the scenes evaluation has been done, you can move on to interviewing candidates in person. There are some laws in place that don't allow you to fully delve into a person's personal details during the interview. It is unlawful to ask about a potential employee's sexual orientation, age, religious preference, marital status, or race. If the applicant will need special accommodations to perform their job, you may ask about physical, emotional, or mental handicaps.
Being upfront with a potential staff member about their salary and whether their position will be full-time or part-time is vital. The benefits you are required to provide both full and part-time employees vary from state to state so be sure that you are aware of the laws and communicate the benefits associated with the position clearly to the applicant.
Before you extend the job offer, check references on any front runners. One personal reference and two professional references should help you discern the character of the person you are considering. Don't skip calling references! The amount of information you can gain about a person by merely asking their references questions is astonishing. When speaking to professional references, be sure to focus on the candidate's previous experience and how it relates to the position they are applying for. Personal references can help you learn a lot about the work ethic and character of the person. Remember that questions about disability, race, age, religion, sexual orientation, and marital status are off limits.
Alternative Maytag Dealers in South Carolina
Choosing an employee for your laundromat is tough, selecting the right equipment should be easy. At T & L Laundry Equipment we make it easy to get the financing and equipment you need to make your business a success. Find out how our 40 years of industry experience can help set you apart from the competition. Call or come by the showroom today and meet with one of our industry sales experts.
