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How Low Unemployment Rates Affect Recruiting/Retaining Employment Strategies

 

Recruitment

The unemployment rate is defined as the percentage of workers who are not currently employed and are actively looking for a job. As this rate lowers, job-hunters enjoy the advantage of a buyer’s market. But what does this mean for employers?

Generally speaking, competition to hire is intense. Restaurants can’t find delivery drivers because they can make more money in ridesharing; livestock processing facilities can’t reach full capacity because of the strong competition for skilled labor; retailers can’t find staff to fill seasonal or part-time jobs because full-time positions are readily available. Additionally, high turnover has steadily increased as baby boomers retire and current employees take advantage of better opportunities.

To retain qualified staff, employers have had to become more creative in their offerings. In retail for example, some organizations are offering work from home flexibility (customer service via online/video chat) or extra hours to existing employees rather than seasonal hires. Other initiatives have included the addition of “Employee Experience” management positions to help ensure employees stay engaged, motivated, and loyal.

Employers have also had to become more innovative in recruiting new employees—millennials in particular. Studies indicate millennials are looking for a career package that includes career mobility, diversity of responsibilities, a work/life balance and a culture that values social responsibility. These same requirements play sharply into holding on to employees since the best retention strategy is often a strong recruiting strategy. With that in mind, following are a few key points that make up a strong recruiting/retention strategy.

Culture and Policies

More and more, individuals want to work for a company that mirrors their values and needs. Providing health insurance, competitive compensation and a retirement-savings plan is essential in recruiting employees but other soft incentives such as flextime or time off to volunteer show potential employees the company is committed to accommodating their work/life balance.

Also, real-time feedback, rather than an annual review, keeps employees in the know about their professional development. Many organizations now “partner” their employees with mentors so they can not only benefit from ongoing communication, but as employees retire or move on, they are passing down knowledge rather than simply taking it with them. It’s a win-win for everyone.

Recruit from Within

It’s said sideways is the new up in today’s employment landscape. Mobility opportunities that allow employees to move across different departments or even change their career path appeal to all generations. This helps employees stay engaged, grow their skills, and with talent management planning, helps the organization build future leaders while retaining company culture.

Training and Development

Both new and existing employees benefit from ongoing education and tools that help them thrive in the organization and grow professional skill sets. When this is combined with mobility opportunities, the stage is set for an enhanced experience that can integrate employees more fully into the company, improve teamwork and increase productivity.

HR Resources

HR has a pivotal role in recruiting and retaining employees, and their tasks can be made easier with the help of the right technology. New technology in the form of applicant tracking software (ATS) helps to streamline the recruiting process and provide richer insights into the candidates. Additionally, millennials are far more apt to use technology for job searches, so an organization that relies on paper-based applications and on-boarding would be seen as outdated and may be scratched from their list.

Recruiting and retaining top employees is vitally important to any business. Organizations with a solid strategy are more likely to succeed in matching the best people to the right jobs – and in keeping them on board.

This blog published with edited content from the original article: https://unicornhro.com/blog/how-low-unemployment-rates-affect-recruiting-retaining-employment-strategies/

 

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Happy Applicant, Happy Company

happy applicant

Here at A-Check Global, we know that finding a qualified applicant to fill a specific position is so much more than just an accurate, comprehensive background screen. Filling a seat can be a lengthy and time-consuming process. From job board posting or working with a staffing agency, to holding interviews and selecting the most-qualified applicant for an offer letter . . . the whole process can easily take weeks. Then there’s the time involved requesting and completing a background screen.

It’s because of these demands on your time that we do everything in our power to help make the lives of HR professionals just a little easier. Many of our clients use A-Check’s web-based applicant portal that efficiently shifts the data entry portion of background and drug screening request from the requestor (usually your HR Department) to the applicant. This expedites the hiring process because keyboarding errors and duplicative data entry can be minimized. The result is a seamless workflow affording the applicant more control through the screening process, ultimately leading to faster processing times and greater satisfaction for both the applicant and company.

How we do it

With A-Check Global’s mobile friendly, secure portal, applicants can conveniently submit information online, upload supporting documentation, self-schedule drug screens (as applicable), sign documents electronically, and request electronic copies of their completed background screen reports.

Providing this level of convenience to your applicants while keeping them updated throughout the background screening process means they stay engaged with your company and are less likely to look elsewhere for employment . . . a win-win for everyone involved!

A-Check Global understands how important it is to delight both you and your applicants when partnering with us. This is why we’re driven to provide the best employment screening experience possible. Contact us today to learn more, and to request a demo of our online systems. We’d welcome the opportunity.

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Why Choose Applicant Tracking System (ATS) Integration?

Integration 3

These days, many companies wrestle to balance employee workload and overall efficiency. As a result, employees might sometimes feel they are doing the work of three people or more. In that type of environment, it just makes sense to look for solutions that streamline responsibilities and quite frankly, make the job a little easier.

From a Human Resources technology standpoint, one effective solution is an applicant tracking system (ATS) integration. Many use some form of online ATS to hire, on-board and track applicants, and then another system(s) to perform pre-employment and/or drug screening before making employment decisions. An integrated solution unifies these functions through secure data sharing and a user friendly, web-based interface, providing the user a seamless operating environment.

The Goal is Effortless Employee Screening

Employment screening is a key part of the onboarding process. It helps ensure candidates are who they say they are and that they’re qualified to perform the job in question, while also helping to minimize employee-related risk pertaining to a company’s brand reputation, safety, and compliance.

Companies can realize significant benefits by integrating their employment screening process and ATS. A successful integration requires the cooperation of the employment screening provider and the applicant tracking system vendor to ensure software compatibility. Partnering with a screening provider dedicated to strong project management expertise while overseeing the entire process is also a must have.

The beauty of integrating is that you’ll have options to either take a simple workflow solution that’s both affordable and quick to implement, or a custom solution where you have the ability to develop around your specific business rules—integrating a workflow that makes sense to your organization and your system end users, while still providing convenience and efficiency to your candidates. Discussing these options with your employment screening partner will allow you to determine which will work best for your company.

At A-Check Global we’re a well-oiled integration machine

As an experienced employment screening provider with many successful integrations already in place through top ATS providers, A-Check Global works closely with you, combining current technologies with dedicated customer support to securely and effectively bring your company into the future of employee onboarding.

ATS integration allows your staff to maximize efficiency by eliminating redundant processes, thereby saving both time and money. It’s a win-win, and A-Check Global would be honored to partner with you toward that effective solution.

Are You Prepared? Changes to Form I-9 Coming This November

Are You Prepared? Changes to Form I-9 Coming This November

The Form I-9, Employment Eligibility Verification is a standard industry document for employers throughout the U.S. Used to verify an employee’s identity and employment authorization, this form is required of all employers and their employees by federal law. The current Form I-9 has been utilized since 2013 to determine identity and eligibility, but a recent announcement from the US Citizenship and Immigration Services (USCIS) noted that revisions are coming soon. Continue reading “Are You Prepared? Changes to Form I-9 Coming This November”