Poor hiring practices can cost company losses in time, money, reputation and loss of life. It all begins with screening out potentially violent candidates who could eventually become employees.

When you walk into any Home Depot, a big sign reads “Drug Free Workplace, We Test All Applicants”. This statement turns away most applicants that even dabble in elicit activities. It gives the them option of the ‘self-opt-out’. The first self-opt-out technique to combat workplace violence is to make it known to candidates that “We Are a Violence Free Workplace, We Do Not Tolerate Aggressive Behavior or Stealing.”

Real estate agents have been accused of theft, assault, rape and even murder. Being licensed does not make a candidate qualified. Being personable, tactful, sales oriented and professional are fundamental. However, these qualities can also be found in some rapists, murderers and thieves.

As simple as this sounds, a firm policy will create doubt in the mind of a less than desirable candidate to work in an environment that will not tolerate shenanigans.

In order to make things clear to a job candidate upon the initial interview, make it clear in written and verbal proclamations that:

• Your Company utilizes testing measures to determine if a candidate’s behavior poses a risk or threat to others

• Your Company checks all references and does a thorough back ground check

• Your Company will immediately dismiss any applicant found to falsify any documentation

• Your Company does not tolerate aggressive or violent behavior towards other employees or clients

• Your Company will prosecute any associate or employee found guilty of theft to the fullest extent of the law.

How do you assess a risky candidate? Ask questions regarding any criminal activity. It is standard to ask if a candidate has ever been convicted of a felony. However many violent offenders never receive felony convictions. A ‘CWAF’ (pronounced kwoff) means "continued without a finding." Many offenders who receive years of probation for violent offenses are never actually convicted of a crime. To find out more, visit Hireright.com and Validex.com.

This proclamation should be supported and communicated through ongoing workplace violence prevention and prediction training that involves company wide participation.

The failure to do so can result in harm to other associates and employees or clients, as well as years of litigation. Companies who are negligent in hiring practices are ultimately found responsible for the actions of their employees.

Like Mom said “An ounce of prevention…”