Small businesses may regard the necessity of back office operations as a part time job. While accounting or human resources may not be the bulk of the company needs, hiring professionals for these duties greatly reduces stress for those who are not experts and increases the growth potential of the business. Want to hire the right people for your business, reduce turnover, and mitigate litigation risk?
If you were to take a survey of your current employees, would you find that you've hired people from all walks of life? Some companies aren't aware of bias in their recruitment and hiring of employees. Implicit bias is, by its very definition, unconscious. When companies are biased in their hiring, without being conscious of it, how can the challenge be resolved? Is there a way to reduce bias during the hiring process?
Can background checks reduce bias in hiring and recruiting of employees?Read More
When a hiring manager is anxiously waiting results of a background check, it can feel like forever. If you've already decided that the candidate is perfect, it can seem especially frustrating. Hiring managers are nervous about missing out on high quality candidate and understand the necessity of perfect timing during the hiring process. Should you offer the job or run a background check first? Either way, a background check seems like necessary evil.
When you're ready to secure the future of a job candidate, why does a background check take so long?Read More
Running a small business means paying close attention to the needs of your customers and your employees. Small business employees lay the groundwork of your organization including everything from human resources to accounting and development to sales. Along the way, small business owners have to listen closely to determine when it's time to hire. Hiring the right people, then, is important to help continue that growth.
Hiring and Screening Tips for Small Business: Use these tips to determine when it's time to hire, how to run compliant background checks, and onboarding best practices.Read More
Because small businesses don't hire as many or as regularly as large enterprises, each new hire must be a solid fit for the company. Employees are working above and beyond their job description and in a growing business, finances and timing are crucial. Small business hiring managers must evaluate cost, ease and customer service when considering screening options. Other reasons for background checks include the potential of negligent hiring claims, damage to the brand reputation, and loss of company morale if the wrong person is hired.
How can small businesses get the best and most cost-effective background checks?Read More
Last week, NPR shared a story of Eduardo, a 32 year old man who was tried as an adult at age 17 when he was caught selling cocaine outside his New York apartment building. He was released on parole for good behavior but his criminal record has stayed with him ever since, affecting job and housing opportunities. In December, Governor Cuomo pardoned Eduardo, one of the first pardons in the state for those convicted for non-violent crimes at age 16 or 17, sealing his record from the public.
Should employers be concerned?Read More
Some entrepreneurs will tell you that there are no original ideas. In fact, it's a startup company's execution on an idea that determines success. In 2012, when meal kit-delivery company Blue Apron was just getting started, there were similar services already gaining success. With some business acumen and VC backing, startup entrepreneur Matt Salzberg hoped to capitalize on the growing trend. Blue Apron has risen above its competition, now delivering close to 8 million meals each month to customers who wish to eat healthier and cook at home. A recent NPR report notes that rapid success of the company and the growing need for quick hiring has created a chaotic work environment for Blue Apron employees.
Fast hiring decisions can negatively affect your business and cause an unsafe company culture. Here's how.Read More
Recruiting, interviewing, screening and hiring are only part of the process of gaining new employees for your organization. Hiring and HR managers have much to consider beyond this - salary, benefits, workplace culture - and that doesn't even begin to cover the regulatory compliance challenges of hiring. With so much pressure to ensure a great company fit, the reality is that sometimes you will hire the wrong person. As with any challenges, the first step is recognizing that there's a problem and identifying why it's not working.
Have you considered the true cost of hiring the wrong person in your organization?Read More
Fingerprinting has become a widely disputed topic with Uber's recent fight against attempts to fingerprint its drivers. State legislators believe it to be the safest way to ensure drivers, healthcare and childcare workers aren't harmful to those they serve. Matching job candidate fingerprints against the FBI criminal database would seemingly constitute a comprehensive and accurate background check if it didn't actually negatively impact many candidate's opportunities for employment.
When considering an applicant for employment, will fingerprinting tell the whole story?
The Obama administration has recently proposed that federal agencies prohibit all inquiries about an applicant's criminal background until after the employer has extended a job offer. The Ban the Box imitative and the growing support behind the initiative allows those with criminal histories a fair chance at employment. Four years ago, the EEOC also asked employers to consider specific guidance when assessing an applicant's criminal history.