Over the first half of 2020, hiring trends for all types of business hiring teams have shifted dramatically to keep everyone safe during the COVID-19 pandemic. Many employers have needed to lay off valued employees, while others have asked employees to work from home. Neither situation means that businesses have halted the hiring process completely.

In April 2020, Nasdaq reported that some industries and companies had experienced their highest-ever demand, requiring them to adapt in various ways. Hiring managers have needed to navigate recommendations and requirements from bodies like the Centers for Disease Control and Protection (CDC) and the World Health Organization (WHO), calling for citizens to wear a protective mask and maintain social distancing. (1)

One crucial element that hiring teams have needed to keep in rotation in the hiring process is background screening of candidates. But what does pre-employment screening or a background check look like during a pandemic?

Hiring Teams Are Developing Effective Employment Screening Strategies During Covid-19

All businesses are making adjustments to deal with the challenges experienced because of COVID-19, and they are certainly including hiring process. More specifically, hiring managers can’t put background checks and other employment screening techniques on hold since it is more important than ever to hire talented, trustworthy, reliable and dedicated team members.

Forbes recently reviewed three key components of the screening process, including public records, verifications and drug screening. Each component offers a specific image for candidates, but each one has undergone some adjustments during COVID-19. Hiring teams have adapted their background screening processes in the following ways, according to these key components.

Public Records

As one might imagine, some courts were closed during the peak of the coronavirus outbreak. Approximately 30% of the country’s courts were limiting results due to closures and other limited resources. (2) Another 10% of courts and court resources were closed completely. Background screening vendors have needed to take special care to ensure information is complete, up-to-date and accurate.

Verifications

Some hiring teams might not have had the ability to employ standard reporting procedures for verification during the COVID-19 outbreak. Larger corporations often have verification solutions and use automated reporting methods, making it easier to stay up-to-date. However, small-and-mid-sized businesses may not have the manual resources available to maintain this vital information. Many businesses are relying on screening vendors for Employment Verifications and to keep up with vital information, such as work history, pay stubs and W-2s.

Drug Screening

Drug screening is an invaluable screening tool for hiring teams filling a variety of positions. Some jobs involve driving, operating dangerous equipment or substances, or working in hospitals or with pharmaceuticals. Options for drug screening remain intact despite any possible complications associated with COVID-19. Top vendors providing drug screening services are working with top laboratory service centers that are not testing COVID-19 to avoid the risk of contagion for candidates.

Hiring teams can still attract and fully vet top talent for the duration of COVID-19 when relying on diligent and reliable background screening professionals.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Sources

(1) https://www.nasdaq.com/articles/a-how-to-guide-for-hiring-during-and-after-the-covid-19-pandemic-2020-04-14

2) https://www.law360.com/articles/1252836

Every year, new HR challenges and opportunities arise for human resource departments across the nation. Currently, unemployment is at a record low and turnover rates are skyrocketing. It is essential that human resource departments remain up-to-date when it comes to current human resource trends.

Read this article to learn about three major human resource trends of 2019.

1. Personalization

The first of the three major human resource trends is personalization. In the past, HR had emphasized a one-size-fits-all or standardization approach. HR departments traditionally used the organization’s needs as the starting point. Recently, however, the human resource trends have been shifting to an approach that focuses on the needs, capabilities, and desires of the individual.

Office design is an example of an area that stands to benefit from the personalization human resource trend. Many HR departments are taking into consideration the needs of employees when designing new offices. For example, employees who prefer working with colleagues are placed in open offices. On the other hand, employees who prefer working on their own work in a quiet room.

2. Trust

Another of the three major human resource trends is that HR departments are beginning to recognize the importance of trust and employee happiness. It is essential that employees trust the organizations they work for and have trust in the technology with which they work. Employees need to be confident that organizations are utilizing technology with their benefit in mind. Recent studies indicate that a large proportion of employees do not have much trust in their employers, managers, and coworkers.

3. Expanding the Concept of Wellness

A third human resource trend is expanding the concept of wellness. According to a survey conducted by Willis Towers Watson, 35 percent of employees who were surveyed missed up to five days of work per month due to workplace-related stress. Of the workers who have dealt with workplace-related stress, 85 percent believe that the efforts of HR to reduce workplace-related stress are fair to poor.

Americans are starting to view mental health wellness as a priority rather than a luxury. Accordingly, HR departments are beginning to recognize the importance of investing in the well-being of their employees for boosting employee engagement and facilitating a healthy workplace culture. HR departments are launching new corporate wellness programs emphasizing not just physical health, but also financial and mental health. Technology is being used to improve these programs and ensure that they are effectively helping employees be their most productive and present selves.

For more information about human resource trends of 2019, don’t hesitate to contact us here at Screening Intelligence or on Twitter @HRempScreening. You can also read our HR Trends 2018 blog post.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Employees are the lifeblood of every business, and employment screening is one of the most effective ways to ensure the very best and most informed hiring decisions are made. Every business should have a hiring checklist and an employment screening checklist that is part of a basic, systematic plan for screening and vetting applicants.

Not having an employment screening checklist and incorrectly conducting employment screening background checks can lead to diminished workplace productivity and morale, violence in the workplace, negligent hiring lawsuits and damage to the company image and brand.

The following employment screening checklist contains eight of the most important screening areas that should be addressed:

1. Obtain Consent

Create a form listing all of the background areas that will be screened. Have each applicant give written consent to the employment screening program.

2. Verify All Resume Items

A majority of people applying for jobs admit to including exaggerations or even outright fabrications on their resume and/or job applications. Education, employment history and references should all be verified with phone calls to the persons and institutions listed.

3. Study EEOC and FCRA Guidelines

Within your employment screening checklist be sure to include important items from the EEOC (Equal Employment Opportunity Commission) and the FCRA (Fair Credit Reporting Act) which cover laws and regulations regarding employment generally and employment screening. Using a professional employment screening service can help employers to stay in with these and other key screening laws at both the state and local level.

4. Criminal History compliance

Job applicants should be screened for their criminal past. Employers should comply with any ban-the-box or related legislation in their area. Using a professional screening service can help ensure this step is done thoroughly and properly.

5. Credit Check

Some positions require an employee to handle finances and sensitive client or staff personal information. Employers should consider screening these persons with a credit check.

6. Drug Screening

A drug test can help ensure workers will not be under the influence of illegal drugs while they are in the workplace. Problems with substance abuse in the workplace can cause reduced productivity, liability issues and other problems.

7. Personality Assessment

While this is an optional employment screening checklist step, it can help employers to get a sense of how an applicant might fit on a specific team or in the workplace culture generally.

8. Social Media Screening

This screening area is relatively new, but it can assist employers in getting to know an applicant based on the style and content of their posts. As with all screening areas, the standards used in social media screenings should be consistent for all applicants.

Great hiring choices are made by assessing applicants’ skills and also taking a thorough look at key areas in their past. Professional employment screening can help to address many of the items listed in the employment screening checklist so that business owners can stay focused on what they do best.

Source: https://shrm.org/hr-today/news/hr-magazine/pages/0914-social-media-hiring.aspx

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

With the economy on fire under the leadership of President Donald Trump, some employers are finding it difficult to meet their expanding need for qualified staff. The competition for top talent and hiring millennials has never been stronger.

Workers falling into the age group referred to as “Millennials” (generation Y) are in particularly high demand. These young adults were born between 1980 and 1999 and are the first generation to be raised with the technology characteristic of our modern area.

A Focus On Technology and Work-Life Balance When Hiring Millennials

Computers, the Internet, smartphones and social media are the norm with this group – they grew up with it and are extremely tech-savvy. Because of this, these individuals have different lifestyle and career preferences than the generations that came before.

Employers hiring millennials should become versed in what motivates millennials so that they can make their jobs and workplace as appealing as possible to attract top talent.

The following are some of the most important considerations when hiring millennials:

Leveraging Social Media

Millennials in the workplace are extremely active on social media, and employers should be as well. In addition to being a powerful marketing tool, Facebook, Twitter, YouTube and the other platforms offer opportunities to publicize your company’s culture in a way that’s appealing to millennials. Overall, millennials have a rapid technology-based communication style, and employers should strive to adapt to it. Social media allows for spontaneous interactions in near-real time. Many companies have added a social media policy to their employee handbooks, but they need to be aware of the legal ramifications of social media policies.

Provide a Purpose and Challenge

Millennials like to be challenged and to know there is a larger purpose to the work they are doing. Take time to define the “why” of each job role so that there is a larger goal and objective they can feel a part of. This should embody your brand, mission, philosophy and workplace culture. Millennials also tend to be project-oriented, so grouping tasks into larger projects can appeal to this trait.

Build Relationships to Recruit Millennials

When recruiting and hiring millennials, employers should also make the effort to forge relationships with candidates, even those they decide not to hire right away. Again, cultivating social media connections with them can help. Using inbound marketing instead of outbound marketing can also assist with building relationships and having a pool of talent from which to draw.

Showcase Your Office Culture

Millennials value a supportive corporate culture that features cutting edge technology to assist them in doing their job. When interviewing and hiring millennials, consider taking them around your workplace during the interview to meet the staff and allow them to experience a bit of the atmosphere. You might even schedule an hour or a half day on site for the second or third interview. Consider filming a “day in the life”-style video of your workplace to feature on your website.

Flexible Work Options

Millennials appreciate the ability to integrate their work and their personal lives in a complementary way. A flexible schedule, the opportunity to telecommute and allowing non-traditional hours can all help. Including lifestyle benefits at work such as a fitness room and weekly massages can also help millennials feel supported in achieving work-life balance.

When making final decisions on hiring millennials, employers should use professional employment screening to verify each candidate’s background. This will help to ensure smart hiring and the best choice for your workplace.

Source: https://www.forbes.com/sites/shamahyder/2014/03/04/here-is-what-you-need-to-know-about-millennials/

Source: https://www.forbes.com/sites/rachelritlop/2017/02/27/9-successful-millennials-share-what-work-life-balance-means-to-them/

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

HR trends are changing more and more to create employee intimacy rather than gratifying bosses. From 2015-2017 many organizations focused on doing away with performance reviews and organization charts, doing away with PowerPoint and introduction of robots in board room and use of teams rather than individuals. A company’s HR department ultimately determines whether or not the company will meet its objectives and improve performance. Many organizations recognize the vital role played by human resources. As a result, the industry keeps on evolving. In 2018, even more HR trends have evolved and organizations are embracing the use of technology in HR (HR Technology Trends).

Major HR Trends in 2018

Power to the People Approach

Over time, HR has put more focus on pleasing bosses than employees. Many organizations are now leaning towards the needs and abilities of their employees. In many organizations, communication is still mainly downwards. In 2018, HR trends are continuing where employees are encouraged to take better control of their organizations’ issues and provide solutions where possible. They do not have to rely so much on bosses.

Saying No to Fixed Jobs

Employees are expected to be flexible. Assigning specific, fixed jobs does not work anymore. Organizations are starting to look more at individual capabilities than job descriptions. Coming up with teams of people with unique abilities leads to improved performance. Employees with the job compatibility of more skills than one can be part of different teams.

Virtual Working

With high-speed Internet, the HR trends of virtual working continue to increase where employees work from home or wherever else they please. Remote working allows an organization to hire candidates from all over the world. As it is, 37% of people in the U.S work by telecommuting. With the growing popularity of this trend, the numbers can only go up.

Future-Proofing

Computer labor is fast taking over management. Organizations are trying to retain their valuable employees in spite of it all. Employees with broad skills that can’t be accomplished solely by machines have continued to find employment, but machines may eventually take over their jobs.

HR Trends of using Recruiting Software

Human beings are naturally prone to bias. It could be based on gender, race, age or just a person’s face. In the hiring process, these issues tend to come up. To avoid them and increase diversity, companies are using software that is able to anonymize candidates. This takes away any conscious or unconscious bias.

One of the most consequential staffing decisions you will ever have to make is that of hiring a human resource manager. Doing a proper background check for this position is critical. The HR trends of increased use of technology will continue to sweep the HR functions this year. You will need to accommodate these changes if you would like to succeed.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.