Buckley Search Inc.
	Partners for Progress

_____ 1. Provide application, which has been reviewed by legal counsel, to prospective employee.

_____ 2. Meet applicant face-to-face in private area.

_____ 3. Review the blank application to explain information required and answer questions.

_____ 4. Tell prospect to answer all questions and provide complete information.

_____ 5. Carefully review completed application.

_____ 6. Confirm accuracy of spelling and contacts of past employment, references

_____ 7. Determine applicant's residence and how long he/she has lived there.

_____ 8. Ask the applicant about any gaps in his/her employment history.

_____ 9. Ask the applicant if you will need additional information from him/her concerning any

change of name, nickname, or use of an assumed name to allow you to check references

and work record.

_____ 10. Review the applicant's educational training if it has a bearing on the job for which he/she

is applying.

_____ 11. If the applicant's duties will require driving, ask him/her for a valid driver's license and the

driving record.

_____ 12. Ask the applicant to sign a statement on the application form giving you permission to check

all references and obtain information from previous employers. The statement should also

release previous employers and others from liability for any information that is provided.

_____ 1. Check all personal/character references of the applicant. If you discover the references are

generally family members, for example, ask the applicant for other references.

_____ a. How do they know the applicant?

_____ b. How long have they known him/her?

_____ c. Upon what is the reference based (personal observation/secondhand

information)?

_____ d. Do you need to ask the applicant for more current references?

_____ e. Document all comments you receive.

_____ 2. Check all professional/employment references.

_____ a. Determine job duties. (Do they coincide with those on the application?)

_____ b. Determine length of employment.

_____ c. Determine reason(s) applicant left previous job.

_____ d. Determine if former employer was satisfied with applicant's performance.

_____ e. Document all comments you receive.

_____ 3. Confirm educational information provided by applicant.

_____ 4. Order a copy of the applicant's driving record, if driving is required for the job.

_____ 5. If you are concerned about the applicant's criminal past and its effect on fitness for the job,

you may want to obtain a copy of the applicant's criminal record. Each province has different

rules concerning the availability of these public records.

_____ 6. Speak with the applicant again if you need clarification or additional information.

_____ 7. Review the application and the information about the applicant with other decision-makers

within the organization. Caution: Only those individuals within the organization who have

a reason to know the information should be included in this review.

_____ 9. Discuss the applicant in detail. Discussion should be limited to the requirements of the

position and the applicant's suitability for that position.

_____ 10. Make a decision based on relevant and job-related factors.