Questions - 1 to 38 of 38
Do you have a current job opening?
Do you have just one job opening or more than one? About how many?
When was the last time you had a job opening?
Is/Was this a full-time or part-time job?
Is/Was the job seasonal or temporary?
How long has/was this job (been) open (before you filled it)?
Are/Were you trying to replace someone or is/was it a new position?
Has turnover in this job been a problem?
What is/was the starting hourly wage or annual salary? (Salary translated into hourly wage.)
Will/Did this person also receive tips, bonuses, or commissions above the wage or salary?
After an initial waiting period, will/was the person in this job (be) offered health insurance?
Will/was total compensation (be) above average for your work force, below average or about average?
Does/Did this job have promotion possibilities?
Does/Did this job require experience?
(How are/did you recruit(ing) to fill the job?) Placing/Placed an ad(s) in a newspaper
(How are/did you recruit(ing) to fill the job?) Spreading/Spread the opening by word-of-mouth
(How are/did you recruit(ing) to fill the job?) Putting/Put a sign in the window
(How are/did you recruit(ing) to fill the job?) Using/Use a private employment agency
(How are/did you recruit(ing) to fill the job?) Placing/Placed an ad(s) on an Internet job placement site
(How are/did you recruit(ing) to fill the job?) Contacting/Contacted a school about the opening
(How are/did you recruit(ing) to fill the job?) Using/Used a government job placement service
(How are/did you recruit(ing) to fill the job?) Asking/Asked current employees to help find someone
How many qualified applicants are/were there for the job?
What is/was the most important reason applicants are/were not qualified?
(evaluate pool of applicants) Lack of job-specific or occupational skills
(evaluate pool of applicants) Poor job and/or work history
(evaluate pool of applicants) Lack of social or people skills
(evaluate pool of applicants) Ensuring applicants are not illegal immigrants
(evaluate pool of applicants) Inflated wage and/or benefit expectations
(evaluate pool of applicants) Lack of basic English, communication, and/or math skills
(evaluate pool of applicants) Poor attitude
(evaluate pool of applicants) Inappropriate appearance
(evaluate pool of applicants) Drug use, including failed drug tests
Do you ask for, and check out, job references for people you plan to hire?
In the last three years have you received a “does-not-match” letter from the Social Security Administration saying that the Social Security name and/or number of one of your employees does not match its Social Security records?
Though the law does not require it, do you always, usually, sometimes or never make a photocopy of the ID that new employees present to show who they are and that they are eligible to work?
How long do you usually retain an employee’s completed I-9 form after the employee has stopped working for you?
In the last three years, has a government official asked to see one or more of your employee’s I-9s?
Volume 7, Issue 8, 2007 ISSN - 1534-8326
William J. Dennis, Jr. NFIB Research Foundation