We all work in an increasingly complex professional world.
More and more people say that they’d prefer to work from home. In turn, more and more employers are making working from home, telecommuting, and Zoom-oriented working an option for their employees.
How is your company keeping up with these changing norms?
In the guide that follows, we’ll review the five best ways your company can fully adapt to the contemporary professional landscape where it matters most: in the hiring process.
Background checks are crucial to business success. The benefits of implementing a background check system run by a third-party source, like scoutlogicscreening.com, are twofold.
One, you need to know who you’re hiring. You’ll want to be able to trust what candidates say about their job history, criminal record, drug test history, and more.
Two, you’re protecting yourself financially ahead of time and curbing the risk of litigation. You certainly have to be aware of candidates who falsify their job history or criminal record. But you also have to be aware of candidates who will react litigiously if a shoddy background checking process misinterprets their backgrounds.
Interviews take time and energy. If you don’t research the candidate and have a streamlined set of questions ready to go before you interview each candidate, you’ll waste tons of precious time.
A standardized set of questions helps make this process more efficient. But before you get to the interview, task your HR team with digging into the candidate’s background, including the information that won’t show up on background checks, like their community engagement or social media use.
This point is a common oversight within companies. Until you appoint a hiring manager, you’ll have to start each process over as if for the first time. Each new hiring administrator will have to learn how to find the right employee to delegate the work to, explain the hiring protocol, and sit with them through interviews.
Save yourself the grief by streamlining all those duties into one role.
Remote work is on the rise in a big way. Understand your company’s needs and capabilities before you bring the prospect up in interviews. But you need to address it.
Job seekers are coming to expect at least some flexibility when it comes to remote work. Know what you can offer before you open up that discussion.
A company isn’t like a restaurant. There’s no yelp for Google or Amazon. Nobody reads reviews of companies … right? Wrong.
Research shows that before the average applicant applies for a job, they read about six reviews of the company. What your past employees say about you under cover of anonymity has direct consequences on who comes asking for a job. Make sure you know what’s on the grapevine about your business.
As long as your doors are open (and the goal is to keep them open), you’re going to need fresh talent.
That’s why you need to learn to enjoy the process of hiring. It gives you a lot of power to make your company into the exact entity you always dreamed it would be.
If you want a reputation for excellent customer service, look for welcoming personalities in the hiring process. If you require speed and efficiency, look for candidates whose prior references can vouch for their speed. It’s all about what works for you.