 |
|
|
 |
 |
|
|
|
 |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
"Please put this folder in the Hiring Files Cabinet, Ms./Mr. Secretary."
|
|
|
|
|
|
|
 |
| Document, document, document. |
|
|
|
|
|
|
Collect and keep for at least three years all data related to the interview/hiring process. This includes: |
|
|
|
|
|
|
|
|
|
- Brief description of the process including pertinent dates, people, and locations
- Completed screening documents
- Copies of the application materials of all candidates interviewed
- Job description for the position
- Interview documents including all notes from interviewers
- Written documents that outline why the successful candidate was selected
- Reference calling sheets for all candidates
|
|
|
|
|
|
|
|
|
|
Some advise—keep hiring documents for longer than three years in case of future negligent hiring litigation. With the advent of CD-ROM storage technology, this is becoming more feasible. |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
