When you run a small business, you can't afford people who are just there for a paycheck. Here are a few things you can do to make sure you get the best possible hires for your business:
No employer wants to get sued. Lawsuits can be costly, and waste valuable resources - regardless of the outcome. While it’s impossible to completely prevent all lawsuits, there are many things your organization can do to decrease the chances of a lawsuit. Here are seven actions that all employers should take right away to decrease the risks of getting sued.
Owning a small business or managing Human Resources is challenging as well as rewarding. One of the more challenging aspects of management is making hiring decisions. Owners have probably been there at one point in time wondering where things went wrong with the new hire who seemed so "perfect" during the interview but turned out a flop once hired. Making the right hiring decisions will save you time and eliminate headaches. So, how does the mistake of a bad hire happen?
The growing Ban the Box movement believes that the incredible difficulty that people with a criminal record have in finding employment are bad for our society. Research into the problem shows that by blocking these people from working is holding our economy back, missing out on tax revenues, punishing innocent children, and worsening a host of social problems.
But, it’s not just society that is hurting. Employers who do not even consider people with criminal records run the risk of missing out on talent that could give them a competitive edge.
The Ban the Box movement is about getting employers to stop asking about criminal convictions on initial employment applications. The idea is to stop using convictions as an automatic filter to screen out job applicants. Instead, the movement hopes to get employers to consider the relevance of criminal convictions to the job further down the hiring process, after considering their work qualifications.
DHR Webinar: From Ban the Box to EEOC: Latest Regulation and Employer Trends & Best Practices to Avoid Lawsuits
Do you skip workforce screening for new employees?
Are you taking a do-it-yourself approach to background checks?
- Do include your company name, description, and location. Limit the description to 2-3 sentences.
Don’t feel obligated to put your company description at the top of the posting. Applicants are eager to learn about the job. Company information is fine to put at the bottom.
Thank you all for attending the recent DHR Webinar- “The Arizona Fair Wages and Healthy Families Act and Paid Sick Time – What Does It Mean for Your Organization?”
In the last 15 minutes of the webinar, the webinar’s host Leigh Anne Ciccarelli opened the call up to questions. The topic had such high attendee interest that there was no way to complete all the submitted questions in the time allotted. As such, DHR noticed a few common themes in the questions and determined that it might prove valuable to the community to post an overview.
Manually calculating payroll and employee time cards, and submitting vacation request forms are often things of the past in an organization’s HR department. Employers have HR automation tools to thank for streamlining processes that help lessen the time it takes to fulfill HR administrative tasks.
Many employers don’t do the proper research and evaluation before selecting a background check provider. Not doing the proper research is like picking out produce without properly inspecting it. You never know what you’re going to get! A poor background check provider can mean that you’re never 100% guaranteed to hire someone with an outstanding record. Getting a bad apple of an employee costs the company time and resources to make up for poor quality work, re-recruiting a new candidate, and training/onboarding the new employee.