Every business leader wants to establish a great culture and strong teamwork in their organization. A great culture enables success, builds the fabric of the team, and also attracts new talent. However, we all have seen a talented team fail, due to poor culture or interpersonal dynamics.
Having a great team is all about the people! Human beings have self-esteem and are driven by their ambitions. In general, they want growth and they want their independence. Continue reading “Building Team Unity”
Creating a results-focused culture doesn’t mean you should begin by sourcing results-oriented candidates. It should start with clearly defining the results you want, and then finding the right people to help you get there.
To create a results-focused culture within your company, you will need buy-in and support from both managers and employees. You may have to make a shift in the mindset at your company, and create a professional development plan that supports it.
We often see that inputs -> outputs -> outcomes -> results, but let’s take a different approach and work backward. That’s right…start by focusing on the difference a results-focused culture will make on your organization and work toward what your organization will do and/or invest to get those results.
Millennials are now the largest, fully employed generation as the baby boomers have started to retire. With the healthy, active lifestyle that the millennials employ, many companies have put wellness programs in place. Today’s workplace wellness is not just about smoking cessation and weight loss in order to reduce insurance premiums — employee mental health is now also a focus!
Is background screening for job applicants worth the time and effort? Definitely. Background screening should be an essential step of the hiring process, since it is a tool that helps identify the qualifications of a candidate to find out if they are a right fit for your organization. It also can be used to proactively ensure integrity in your organization and keep your employees safe.
Various types of background screens are available, ranging from checking criminal records, employment verifications, or even checking security clearances. The screens may be somewhat different for applicants based on their position; however, you must be consistent for all candidates and/or like positions. If background checks aren’t consistent and an applicant feels he or she has been discriminated against for not being selected, it could lead to unlawful hiring practices.
Employers must follow the guidelines of the Fair Credit Reporting Act (FCRA) to obtain candidate information. Under the FCRA, employers must have written consent from the applicant and provide “A Notice of Rights.” Without prior written consent, it is illegal to run a background check. After you have received consent, screened and hired that applicant, you may run background screenings throughout the duration of their employment, on a random or scheduled basis.
In this competitive job market, some applicants may embellish or hide certain aspects of their past in order to land an interview or a job. Background screening can reveal if information was intentionally or inadvertently omitted by the candidate. If a background report reveals discrepancies, this is an opportunity for employers to fairly give candidates a chance to explain and clear the air, thereby allowing candidates to exercise their rights within the FCRA.
It’s possible that what was revealed has little to do with the position for which the candidate is being considered. Employers need to fairly weigh the results against the job requirements and pick the best candidate for the job. This is a best practice against unlawful hiring by employers and the assurance that indeed they are “hiring smart!”
The HR professionals at Staff One HR can assist you with recruiting, background screening, pre-employment assessments, and other essential parts of a sound hiring process.