1027-10         ADDRESS EMPLOYMENT PRESCREENING REQUIREMENTS

Under traditional Labor Market or competitive employment strategies, employers develop and use standardized tools to provide comparison between applicants.  While businesses often have personnel rules that require the use of the standardized screenings, it is important for the JD Job Developer to approach these requirements with an open and respectful request that alternative criteria be applied to support continued discussion of employment opportunities. Examples of potential prescreening tools include:

• Background check

• Credit check

• Reference check

• Employment application

Discussion and negotiation regarding employment prescreening requirements may occur early in the meetings between the JD Job Developer or later, individualized to the employer needs and job seeker’s conditions. It is advised that the JD complete the following to prepare for addressing the employer’s requirements:

If the job seeker has any legal or credit record that may exclude him/her from specific types of employment (i.e., health, child care, financial), then the JD should have on file documentation of the issues, in order to understand them fully. These are not to be re-released to any employer, but should be used for background to support the JD’s negotiation with the employer.

At the time of the EPM Employment Planning Meeting, potential individuals to use as references are confirmed. As job negotiation progresses, it may become apparent that different references may be more applicable to the employment setting. All references selected must be authorized by the job seeker. In addition, the JD Job Developer must approach all discussion with potential employers regarding reference checks being fully aware of the job seeker’s work history and any potentially negative issues on record (i.e., firing).

If an employment application or resume is required for hire, then the JD must work with local employment specialists available (ex: Job Center) to assist the job seeker in creating an updated version of their work history. The JD should have on file (in the job seeker’s record) a copy of the detailed work history, one that matches what is required in a job application.

During the negotiation process, required documentation should always be reviewed with the job seeker and authorized to release to a potential employer.