Imagine this: As an employer, you take great precautions to ensure a new hire will be a suitable fit for the position, your team and enhancing your business. You have a series of reviews in place to support your decision including interview(s), a background check and drug test. The same process all your employees have undergone for the last 10 years. Now, a couple months after a new hire has started, you learn the employee has an addiction to pain killers, a controlled substance which wasn’t tested for prior to their start. Additionally, because you felt a background check and drug test were enough, you don’t have a written policy stating the use of a controlled substance while at work is a terminable offense. How do you proceed?
Topics: Drug Testing
Two topics which have dominated many recruitment and background screening conversations in 2017 have been in regards to salary history and Ban the Box regulations. Employers throughout the country have made significant changes to their recruitment processes to stay complaint with jurisdictions that have passed laws prohibiting employers from inquiring about, or relying upon, a job applicant’s salary history and/or criminal history.
As 2017 is coming to an end, reflecting on the year will show mass consumer customization continues to be a growing trend. Regardless of the industry, the need for companies to satisfy the needs and wants of their consumer group remains of the highest priority. In regards to the recruitment space, this refers to satisfying the needs and the wants of the candidate. Ultimately, we are living in the candidate’s world. Companies are now taking a proactive approach to attracting top talent by managing their employment brands, in part through investment in company websites and candidate facing technology. In a time where most things are available at your fingertips, candidates have adopted a consumer-like mentality and have the same expectations while searching for jobs.
Topics: Candidate Experience
“If your house was burning down, what three items would you take with you?”
This hypothetical question has probably crossed your mind at some point with varying scenarios, and everyone always questions what they would find most important. Usually, responses reflect sentimental items such as photos or videos. However, when faced with an evacuation in real life, there usually isn’t time to think of what you would ideally take. Recently, we saw the devastation caused by hurricanes Harvey and Irma as well as multiple wildfires in California. As thousands of people left their workplaces and homes, they were faced with making split second decisions on what they needed to grab before they left. Many of these victims lost their personal identification documents.
Topics: Social Security Number