Problem employees—those most likely to be chronically absent and to use (or abuse) medical benefits and even workers' comp—can drain 30 percent of payroll expenses, says labor lawyer Rob Bekken, a partner at Preston Gates & Ellis, Irvine, Calif. And the time to ID a potential loser is right at the start—so you'd better get the job interview right. First, establish a hiring procedure covering everything from ad placement through interview, says employment attorney Stephen Robinson, a partner with McGuireWoods, McLean, Va. Being consistent with each applicant can help prevent discrimination claims and allow for a more accurate comparison of candidates. Part of your process should involve checking references, confirming dates of employment, and determining the reason the candidate left his or her last job.
展开▼
