A company should adopt hiring standards that include specific procedures for managers to use in hiring personnel. Applicants should be told what tests will be given, what checks will be made, and how applicants will be selected. Application questions must provide a basic look at the applicants qualifications and solicit information the applicant will not volunteer. Applicants should be informed on the application that any false information will disqualify them from consideration or result in termination if they are hired based on the false information. A separate form given the applicant should describe the scope of background investigations and provide for the applicant to release recordholders from liability for the release of job-related information. The applicant's former supervisors and coworkers should be contacted and queried about the applicant's performance on previous jobs. In the job interview, applicants should be encouraged to discuss their qualifications. Personal presentation, mannerisms, hygiene, and attitude are important factors to be determined from the interview. Applicants should be advised of any job-related tests they are required to take. Firing decisions should be based on a fair analysis of documented facts. To be fair in evaluating employee performance, company performance policies should be clear and consistent, and problem employees should be counseled.