For recruiters, the last few steps of the hiring process are full of excitement, nerves and anticipation. The company is so close to having a great new team member, but it’s up to recruiters to tie up all the loose ends and make sure the team member is perfect. Here's our festive spin on the last few steps of the hiring process, inspired by Clement Clarke Moore.
Once recruiters have reached their final few candidates, the follow up emails and phone calls start to slow down. At this point, they have just about all the information they need. They just get to work with the hiring team to narrow down the last three or four candidates, and find the best hire.
Background screenings can be a huge stresser for recruiters, but it’s better to know about a candidate’s background before you risk hiring them. According to CareerBuilder, a bad hire costs an average of $17,000. The best way to avoid a bad hire is through a background check, which includes reference checks as well as criminal, licensing and employment history. To make the background screening process easy, use a background screening company that’s FCRA complaint.
This far along the hiring process, recruiters should remember that their candidates are no longer just resumes. More likely than not, these candidates have come in for several interviews, talked with recruiters and other team members frequently, and they’ve answered follow up questions. When making final decisions, recruiters should remember that the people on the other side of the hiring process are equally invested in the job being a great fit.
“When, to my wondering eyes should appear, the perfect candidate is right here!”
One of the hardest steps in the hiring process is prioritizing candidates. You might have three fabulous candidates, but only one job opening. At this point, work with the hiring team to figure out your preferences for a new coworker. Is a personality fit the most important thing? Or are technical skills non-negotiable? Once you focus on priorities, the best fit will naturally rise to the top.
Once you make a job offer, your roles completely switch. It’s now your job to impress the candidate, instead of the other way around. Before you make a job offer, be prepared with all the things that make your company great-- do you have an unbeatable 401K match program? How about being voted a best place to work? Have all of these facts ready to go, along with a few personal stories about why you like working at your company. That way, you can make sure your candidate makes the right decision: choosing you!
Your candidate’s skills are perfect, they love your company, and they’ve accepted the offer! The hard work is done, but recruiters should remember to follow up on their new hires. Check with them through the onboarding process to make sure they’re happy with their decision. To really improve your hiring process, you should keep track of your new hires to see how long they stay with the company, and if they get bonuses and/or raises. This way, you can continually improve your ability to hire the perfect candidate.
Happy offers to all, and to all a good hire!
We know how stressful the last phase of the hiring process is, and we hope you can take breaks when you need to, especially during this time of the year. Need a helping hand? Choose a one-click background screening solution to decrease your time to hire and your stress levels. Happy holidays from all of us at Verified First!
For most people, the holiday season is a time for relaxation with family and friends. But for human resources professionals, this is typically their busiest time of year. From the holiday party and office festivities, to confirming insurance enrollments and charitable contributions, human resources professionals are working practically around the clock to make the holidays enjoyable for employees. Here are six reasons why you may just want to write them a special holiday thank you card or put a little appreciation gift under their office tree.
1. Open Enrollment
With the national open enrollment deadline for 2019 healthcare plans coming up on December 15th, HR professionals have just a few days left to make sure that their employees properly file for health insurance. And, HR’s work on health insurance doesn’t end after the 15th. HR just has the final weeks of 2018 to double check that their employees filed for the correct plans and maximized their benefits.
2. Scheduling Holiday Time
The week between Christmas and New Years can feel like a deadzone because of how many people take work off. However, for every shift or day an employee goes on vacation, there’s a human resources manager accounting for that time off. They have to balance letting employees relax with their families while making sure their companies keep running, which is much easier said than done.
Since lots of companies hire new employees in the new year, December is anything but slow for recruiters. In December, recruiters have the added challenge of scheduling phone calls, interviews, and background screenings through the holidays. Recruiters have to match their employees’ schedules with their candidates’, which is an impressive feat with so much going on. All of this increases recruiters’ time to hire, but tools like ATS-integrated background screening are there to help the recruiting process all year long.
4. The Holiday Party
Somebody has to organize the holiday party, the ugly sweater contest, and the charitable Toys for Tots event and the gift exchange! Though this depends on the company, HR is usually involved in this planning, if not in charge. The holiday party alone can take several months to plan. In the midst of insurance deadlines and recruiting, HR professionals dedicate their Decembers to making their employees feel appreciated, and we can’t thank them enough for it.
5. Charitable Giving
According to Nonprofit Source, 9 out of 10 companies have some sort of charitable giving program, and many of these programs include matching employees’ contributions. This is great, but since lots of people prefer to do most of their donations at the end of the year, HR professionals will be even busier with handling these matches. In addition, some companies make year-end donations on their own, which is something HR also has to be involved with.
6. Retirement Deadlines
Human resource teams aren’t just taking care of their current employees, they also take care of former employees. Legally, they have to make sure that former employees who are older than 70 get their correct retirement compensation by December 31st. They also have to make any changes to their current retirement plans by the same date.
During this time of year, be sure to thank your human resources team for all their hard work! If you’re a human resources professional, know that your team appreciates you more than they could say, and be sure to take time for yourself and your family during this holiday season.
In November, Petco was fined 1.2 million dollars in a class action settlement because of a Fair Credit Reporting Act violation, in which they didn’t properly disclose when they conducted background checks. With such a large company making such a mistake, it’s smart for recruiters and human resources professionals to check their own compliance with the FCRA. Here’s what we can learn from this costly mishap.
1. Disclose your background check policy
Petco got in trouble because they didn’t include a standalone, clear and conspicuous disclosure. They included information about obtaining background checks in with the rest of their application and paperwork. Disclosing background checks isn’t a box you can check off and say that you’re complaint. Make sure that your applicants clearly understand your policy with a standalone disclosure, so that you’re all on the same page.
2. Give your applicants a copy of their rights under the FCRA
When you do get permission from applicants, it’s a good idea to remain transparent by giving them a copy of their rights under the FCRA. This way, you hold yourself accountable to be compliant, and your applicant can raise any questions they might have. It’s much better for them to ask questions during the hiring process than two years later in a class action lawsuit.
3. Pre-adverse action and Adverse Action Letters
So you found a great applicant, and then conducted a background check and found some not-so-great information. You have the right to not hire this person, but there are steps you have to take before doing so. You must give them a copy of the Summary of Rights and inform them that you may choose not to hire them because of the information you found in their background check. You also have to include a copy of the background report you received, along with information on the company that compiled the background report. You need to give this information to your applicant before you officially chose not to hire them, so that they have time to dispute any of the information in their background report. The rule of thumb for this time period between the pre-adverse action and the official adverse action is a minimum of five business days.
4. Avoid blanket policies
A blanket policy to conduct background checks on all employees hired is not a violation. But you can run into trouble with the Civil Rights Act when you start manually picking and choosing who is screened. It’s illegal to conduct a background screening on someone because of their race, age, nation of origin, etc. It’s also risky to have a blanket statement on certain crimes that might affect some groups more than others. To avoid these risks, the EEOC Best Practice Guidance report recommends using the Green Factors when weighing certain convictions against an applicant’s ability to do a job.
5. Check your state’s specific policies
Some states have specific laws on background check compliance, or their own versions of the Fair Credit Reporting Act that impact the way employers are able to use particular information. For example, California has laws on some crimes that can’t be used against applicants, like certain marijuana convictions more than two years old. These laws can be tricky to navigate, but are crucial to remaining compliant.
6. Obtain permission from job applicants
Petco certainly isn’t the only employer caught up in FCRA violations. In a similar case, Stanford University is currently facing a class action lawsuit for not obtaining clear permission for background checks from their applicants. According to the lawsuit, Stanford disclosed their background check policy on their standard application form. FCRA calls for written permission in a document that’s for obtaining permission for a background check, and the FCRA specifically says you can’t include these permissions in the job application. Again, background check permissions can’t simply be a box that applicants check.
The safest option for your organization is to fully understand Ban the Box laws in your jurisdiction. They may mandate the point in the application process where you can inquire about a candidate’s criminal conviction history.
As a smart employer, you know compliance is important. Failing to comply with changing regulations can result in costly (and preventable) class action lawsuits. As an FCRA compliant background screening company, Verified First’s in-house compliance team is dedicated to helping you stay up to date with the latest in compliance news.
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