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The more cautious companies are in the hiring process -- the more time, money, and materials they spend on recruiting and hiring individuals -- the safer they will be, says Bob Kinnucan, president of Kinnucan Co. in Lake Bluff, Illinois. "One of the best ways an employer can reduce its exposure to liability, internal theft, and job accidents is to look at hiring as one of the most important aspects of running a business," he relates. "People, like weather, are unpredictable. By taking control of the hiring process, companies can take much of the guesswork out of hiring and retaining employees who are a good cultural fit and a good fit for their new positions."

Kinnucan gains control of the hiring process in several ways. His company, for example, maintains a profile of the type of person it wants to hire and is constantly recruiting for that individual. "Today, hiring or recruiting is a full-time endeavor, whether or not we need someone or have a position to fill," he emphasizes. "You never know when a need will arise, and haste makes waste."

Checks and Assessments

Then, there are the nuts and bolts of the hiring process to be considered. Employers need to do background checks on all their employees, says Kinnucan. To facilitate this process, he retains a security firm that checks a candidate's credit history, criminal and driving record, educational background, and employee references. Someone in Kinnucan's office will call references, as well.

He continues, "Make sure all applicants fill out the application completely, and look for gaps in their employment records. If you see some, ask about them. Ask them why they applied for a job at your firm, too. We like to give at least three interviews, during which time we pay close attention not only to the candidates' responses to questions but also to their appearance, the type of vehicle they are driving, and whether or not they were punctual to the interview.â€

Kinnucan Co. also administers a battery of tests, including ones that measure personality, intelligence, and reliability. The exams and evaluation cost the company approximately $150 per employee, but Kinnucan says they are well worth the price. "Among other things, the tests will help determine if candidates are suitable for the jobs to which they are applying and will indicate if a person is prone to substance abuse, is honest, and has integrity." He emphasizes that tests are not the lone determining factor in a hiring decision. Instead, they remove some of the guesswork, some of the gray area from the process.

Direct Relationship

Why is hiring and recruiting so important to safety? "Companies that take hiring and recruiting to the next level reduce their exposure to liability and internal theft because they have presumably hired employees who are reliable, honest, and responsible," Kinnucan points out. "Since they have taken the extra effort to find a good match with the company culture and a job position, turnover is minimized and training is maximized. Better-trained, better-focused employees create a safer work environment."

With 25 to 30 full-time employees, Kinnucan does not have many positions to fill annually. Yet, as he pointed out above, the company is continually recruiting. It is doing the same for seasonal employees, albeit in an abbreviated fashion. The company does not administer exams for seasonal employees, and three interviews would be unusual. However, it pays close attention to personal appearance, punctuality, attitude, and other variables. Just as important, if not more important, Kinnucan adds, is a personal reference from someone inside the company. "We rely heavily on our employees to find others who hold the same values they do."

Kinnucan mentioned one other important dynamic to the hiring process -- that finding suitable employment is a two-way street. Hence, he gives candidates a company fact sheet that details and explains the type of company Kinnucan Co. is and sets the tone for the type of individual the company is seeking. "The more information job candidates have about your company, the better able they are to determine if the company and job will be a good match for them," he explains. "A successful match has to be good for both parties. If it is, then the way is paved for long-term and 'safer' employment."

3/03

By Rod Dickens, ALCA Contributing Writer