Q: I am organizing a working interview for a veterinary technician and am unsure about the requirements and liability forms. Please recommend the necessary documentation. Also, am I required to pay the technician for the duration of the interview?
A: Start with an agreement outlining the working interview’s duration, compensation and tasks. It should clearly state that it is not an offer of employment.
Regarding compensation, you must pay the technician for time spent working during the interview. Why? Because the technician will perform work from which your hospital might benefit. You should be fair and ethical in compensating someone for their time and effort, especially when the interview serves as an evaluation for potential employment.
When the candidate has access to restricted information, a confidentiality agreement is crucial to protect your veterinary practice’s sensitive data. Additionally, an emergency contact form quickly addresses any crises that might arise. Alternatively, you can incorporate a confidentiality provision and emergency contact list into the working interview agreement.
If you compensate the job candidate, collect personal tax information using a W-9 form.
Safety and compliance training is essential in any working interview, even for a brief session you lead. Thoroughly brief the candidate on safety protocols and compliance requirements that pertain to the anticipated tasks. Be sure to document all the training you provide to ensure the candidate understands the safe performance of tasks and to protect your hospital. Furthermore, verify that your workers’ compensation insurance policies cover working interviews and confirm that your business insurance covers non-employees in the workplace.
Finally, prepare an evaluation form to assess the candidate’s performance throughout the working interview. The form will be invaluable in making informed hiring decisions and providing constructive feedback to each interviewee.
