If your organization has needed to change and adapt its hiring process in 2020, you’re not alone. The pandemic has brought forth previously unforeseeable challenges including furloughs, layoffs, hiring freezes and more. Whether your organization has taken any of these measures or not, the events of 2020 have likely caused you to rethink your priorities and methods.
Preparing for the future—and all its uncertainties—means focusing your efforts and finding efficiencies. One Source can help you find ways to smooth out your hiring process and strengthen your security while hiring the best candidates for you. Below are some of our tips for how you can prepare and hone your hiring process so your organization can thrive—whatever lies ahead.
Streamline the Applicant Experience
The increase in unemployment in 2020 has created an influx of applicants and a scarcity of open positions. Don’t be surprised to see higher numbers of applicants for any opening you post in 2021, just make sure you’re ready to manage the uptick.
Regardless of whether you hire a certain individual, their application and interview experience will impact their perception of your organization. The best way to give your applicants a positive experience is to make the applying, interviewing and screening processes efficient. You can build automated emails that keep candidates updated about the status of their application or background check and also schedule interviews. Automating some simple communications will allow you more time to personalize other communication with your applicants. This can help you and them feel organized and allow you to familiarize them with your company culture.
Keep Tabs on Compliance
Guidelines for not only hiring, but also workplace health and safety are evolving every day. As the pandemic continues to shape our daily lives, the recommendations of the Equal Employment Opportunity Commission (EEOC) and the Centers for Disease Control (CDC) will change to reflect our circumstances. To make sure your organization doesn’t miss anything, develop a system to monitor messages from entities that influence your hiring.
One recent guideline to note from the EEOC is the “direct threat standard,” which changes how employers can use health-related questions. Usually, employers can’t ask about medical conditions because of the Americans with Disabilities Act. Now, however, the direct threat of the pandemic allows employers to require health screenings in order to minimize COVID-19. If infection rates decrease, this guideline could be removed.
We aren’t sure what the next year will look like, but we can still plan ahead. Make sure your organization is meeting all local mask requirements, is aware of potential policy changes in your area and ready to embrace change. At One Source, we can help you prepare your hiring strategy to be adaptable by tailoring your background check plan to your specific needs. If you have any questions about how you should approach hiring next year or how you can streamline your screenings, contact our Client Relations team or visit the Solutions tab.