Unconscious bias plagues hiring decisions, employee growth, productivity, and retention. Here are six strategies that help eliminate it.
By Michele McDermott
Unconscious biases are social stereotypes about certain groups of people that are formed outside conscious awareness. Often, backgrounds, experiences, societal stereotypes, and cultural context can impact people’s decisions and actions without them even realizing it. Brains make incredibly quick judgments and assessments of people and situations. This is also referred to as a “mental blind spot.”
Competition to find the best applicants is at an all-time high, and competitors are fighting to find applicants to help their company grow and set them apart.
A comprehensive background screening program can be used to strengthen a company in its specific industry and increase efficiencies in the hiring process. Your company’s future relies on the workforce you build and it is imperative to hire the right person, the first time.
Employees are a company’s greatest asset, and establishing a strong and attractive employee brand starts with finding top talent globally to build a workforce. Now, more than ever, it’s important to verify all of the information regarding an applicant’s history to help protect the company’s reputation brand and its staff members as well.
The benefits and challenges of integrating testing into the hiring process.
By Michael Switow
Although the world of assessing talent has been upended by new digital technologies and the proliferation of smartphones, the rate and manner in which HR departments are adapting varies greatly from company to company.
Background screens are providing organizations with the tools to hire the best candidates for the job.
By Christa Elliott
Once the applications are in and the pool of prospective has been narrowed, HR departments rely heavily on background screening to look for red flags in their top candidates’ pasts. But today, a number of factors, including relevant legislation and pressure to reduce time to hire are challenging background service partners to deliver more. Ban-the-box laws will make it harder to eliminate certain candidates early on and the U.S.’ ever-evolving and variable marijuana legislation is forcing employers to rethink their attitudes toward marijuana use. Amidst all of this controversy, the background screening industry is caught in the middle.
We rank the top providers based on customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients.
New research shows that organizations lack a systematic approach to background checks.
Organizations have a strong need for top-tier background screening providers, and that need is increasing monthly. The pre-employment screening industry alone represents a $2 billion domestic market (according to research by IBISWorld), and that amount is expected to grow as more jobs are added that will need background checking. The U.S. Bureau of Labor Statistics’ 2017 forecast is 2.2 million jobs.
Coupled with the needs to accommodate volume of hiring, HR in the U.S. faces hundreds of work-related homicides, billions of dollars in employee theft, and numerous applications with embellishments or outright lies annually. In fact, bad hires cost a company nearly $17,000 on average, which doesn’t include damage to employee morale, additional supervision time to train or turn around a bad hire, productivity loss for the organization, revenue that’s not being generated, and client relationships that could turn sour as a result of bad impressions.
Background screens help organizations make the right decision when it comes to their most important asset: talent.
Human resource leaders are facing new challenges when it comes to the background screening of job applicants. While the chief goal of any screen remains an accurate, thorough review of candidates that complies with government regulations, changes buffeting the talent acquisition field mean HR professionals have to consider their screening processes in a new light.Workforce demographics are introducing new challenges. Organizations employing a larger number of contingent workers often require faster screens and new accountability from vendors supplying the contractors. There are also more and more candidates with international experience on their resumes. This is causing the screening process to be equipped to collect data in countries that still rely on unwieldy, paper-based records or have different data privacy regulations all together.
We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.
Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.
We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.
The term “non-employee” may sound strange, but it’s actually becoming quite common and describes an increasingly large percentage of the workforce. According to the most recent U.S. Department of Labor survey, roughly 30 percent of the American workforce (or 42.6 million people) are contingent workers. These employees, though not always physically present in the office, perform many of the same functions, often have access to the same sensitive company information and, in some cases, are offered the same benefits as traditional employees. So shouldn’t they be subject to the same background screening process?
While this seems logical enough, it is not always the case. Despite the risks associated with insufficient screening, some employers don’t feel they have the time or resources to subject contingent workers to a standard screening process and instead opt for a less thorough approach. More often though, the trouble arrives as a result of a miscommunication between the employer and the third-party screening provider that they employ.
By Belinda Sharr
A new wave of workers is arriving, and they hold a Statement of Work (SOW).
When companies have specific tasks that require a highly specific and often specialized set of skills, they may choose to retain SOW workers — especially in cases where they won’t need a permanent employee long-term and the skill-set is too specialized for hire temporary ones.
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