Nearly a third of employers don’t prescreen for trouble. That’s what a new study shows about background checking.
The stakes are higher now for companies than they’ve ever been. In a tight labor market, there’s enormous pressure to hire more employees quickly; in particular, data and physical security are paramount.
There is also a lack of quantification about the impact of background screening providers. More than three-quarters of study respondents weren’t aware of any formal metrics for measuring the success of their background screening provider service.
Is HR taking background screening seriously enough? What are the key factors to consider when selecting a provider? Download the report to find out:
It’s no secret that finding top talent is difficult – especially in the transportation industry, where the employment of Line Haul and Pickup/Delivery drivers is projected to grow 11% from 2012 to 2022.
EG Workforce Solutions built a customized solution for a leading LTL trucking company that resulted in reduced turnover, compliance excellence, a faster time-to-hire and increased cost savings.
By remedying a decentralized hiring process, the client was able to get back to what matters most: customer service.
This recent study shows that the APAC region is growing rapidly, with nearly one-half of respondents anticipating their use of freelancers will increase in the next 24 months. The use of freelancers over the prior two years also increased, as nearly a quarter of respondents reported an increase during that time.
This is the first in a series of HRO Today Flash Reports. These reports discuss the results of research and editorial papers that address today’s topics of interest in the HR community. The first area examined in this series is Growth of Freelancers and Best Practices on How to Attract Them. This study was sponsored by Allegis Global Solutions.
What else did the study discover and how can you best attract the growing number of freelancers? Find out by downloading the report now:
Communicating, recruiting and managing the millennial generation is among the most pressing issues in the business community.
The primary reason is their numbers—the millennial generation, generally defined as those between 18 and 34, already accounts for approximately 50 million workers in the U.S., or 25 percent of the workforce, according to the U.S. Bureau of Labor Statistics.
That number will increase substantially in the next five to 10 years. Understanding and communicating with this group properly will be a competitive advantage.
In leading companies, efforts to retain employees begin even before they are formally hired. These organizations understand that how job candidates are treated in the recruiting process makes a lasting impression that carries over into employment.
When employees choose to leave in their initial months of a new job, it often suggests a recruiting issue. But, research shows voluntary turnover beyond the first two or three months is usually a result of work environment, challenges in a manager-employee relationship, or the organization’s engagement practices.
This knowledge is causing industry leaders to take a more proactive approach to employee retention, rather than simply accepting that certain workers will “cycle through” their business.
Click below to download the white paper and learn how you can increase the number of good employees who stay:
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