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Working from home used to be an added perk, but since COVID-19 hit and brought its sidekick social distancing with it, remote work has suddenly become a necessity in order to keep your business running at all. Of course, getting the systems in place to make a distributed workforce function is the first step. But in order for it to be successful, you must keep employees engaged. The question is, how, particularly if remote work is new to most of your employees? We’re so glad you asked!
There’s no way around it; the hiring process is complex in any situation. But when you’re dealing with high-volume placements the pressure is, well, amplified. Imagine being on Amazon’s recruitment team when they attempted to hire 50,000 people on Amazon’s Job Day in 2017 – in one day! Or, like in 2019 when McDonald’s wanted to hire 250,000 for summer positions. Even if this isn’t something your organization does on the regular – or in these numbers – don’t worry, we can help get your recruitment team up to the task. There are some keys to success for high-volume placements. Let’s talk tips and how they differ from standard hiring practices.
While a ‘gig’ used to be synonymous with musicians, many organizations and workers alike are now singing its praises. Known as the gig economy, freelance or contract jobs are the backbone for many organizations and a long-term career choice for talent. As this workforce expands – now at 35 percent of Americans according to Upwork – the question becomes how do human resources teams find and maintain gig economy talent? We’ll give you a hint: it isn’t using the same staffing strategies as for your full-time employees. Here are eight tips.
Chances are, you haven’t heard this much about marijuana since college. As of December 2019, 33 states have legalized medical marijuana and 11 have approved adult recreational use. When it comes to drug screening this certainly muddies the waters, particularly as hiring managers face increased pressure to do more due diligence in background checks for gig economy positions. Here’s what you need to know and how it may impact your drug screening policy.
Time and money are often arguments used against doing something. In our world of human resources and staffing, we help set the curve on those arguments and add a couple of others for good measure. However, as we head into a new decade, we all know there are stronger reasons to abandon historical reservations against background screening incoming employees.
Looking for a background check company is a daunting proposition. At best, a Google search narrows the options to the few hundred companies in our space. At worst, you’re exposed to countless public record websites, cheap database searches, and numerous sites promising to tell you all you’d ever want to know about your next-door neighbor.
It took me over a week to write this blog, I was a bit overwhelmed by what I saw at last week’s HR Tech conference in Las Vegas and I wanted to let it all sink in. This conference has gotten so big and, in many ways, so much better than other conferences for background screeners. I remember going to my first HR Tech conference in Chicago so many years ago, there were only a few rows of booths and maybe a few hundred people at most. Last week, if I had to guess there were over ten thousand people and an exhibit hall that was as large as any other conference I’ve been to in the past 20 years. From a screening perspective I can’t say that all our customers were there, but if you didn’t attend you missed out on a huge networking opportunity. Technology and innovation are the future of the industry. If you are sitting on the sidelines and waiting, now would be a good time to get on the bus, or maybe a fast car because you have a lot of catching up to do.
Since completing the PeopleTech Partners program, Vetty has been rocking and rolling. On October 15th, Vetty released v2, and now excited to announce that January 3rd will be releasing v3 of their candidate-centric background checking solution to the market.
Mercer and WeWork Labs are collaborating to create an incubator program focused on HR technology. Mercer said its “HRTech Incubator Program” is the first of its kind.