In this chapter, you’ll learn to
- make the most of reference checks by getting the person’s perspective on the candidate’s strengths and weaknesses
- conduct a background check that provides you with unfiltered information on the candidate’s credentials, financials, and legal standing
- avoid the inherent biases of in-person interviewing and better predict on-the-job success with preemployment assessments
- implement a legally defensible drug-screening program.
You’ve gotten through the interview process, and you’ve identified a short list of candidates you believe ...