Employment Verification Challenges

The average cost to hire an employee is $4,000 and can take upwards of a month to close the deal. This includes the time and energy put into developing or updating the job description, performing compensation analysis, sourcing candidates, and holding interviews to ensure the candidate is a good cultural fit taking into consideration the candidate’s skill set and experience. New hires can’t join your team without marketing the open position and relying heavily on your internal or external recruiting team.

So why do companies short-change the employment verification process? Employers and recruiters alike know they are unable to rely completely on the candidate’s resume or professional social networking profile. Employee verification is an important aspect of the recruiting and hiring process that is regularly overlooked or not fully executed.

For example, the three most common resume embellishments include:

  • Minimizing employment gaps by “adjusting” dates or fabricating a temporary or interim position.
  • Inflated academic records by tacking on honors achievements or awards that were not earned.

 

In these examples, employment verification through a background check can be immensely helpful in highlighting details of the candidate’s resume, including dates of employment, salary, duties, the reason for leaving, etc.

When verifying information on a candidate’s resume, employers are urged to ask for and check provided professional references. This provides the employer with an opportunity to learn about a job candidate through the lens of another professional. Here are some common questions to ask for employment verification purposes:

  • How do you know the candidate?
  • If you had the opportunity to rehire the candidate, would you and why?
  • What are the candidate’s biggest strengths and weaknesses?

 

Employers may run into an issue if the professional reference is either unable or unwilling to share this information. Either way, it is important to ask questions that relate to the candidate’s future at your company and how they would fare in the job to which they are applying.

Safeguarding your business by devoting time, energy, and dollars (when necessary) toward a good employment verification and background check process will not only improve efficiency in your existing screening process but will help to obtain quality information used for verification and reduce the time to hire for candidates.

The hiring process can stressful for the candidate and the hiring or recruiting team. Proper communication can help keep everyone in the loop and put a focus on the candidates’ hiring experience. VensureHR has helped businesses across the country continue to grow while protecting the company’s reputation. Contact us today to learn more.

 

 

Glassdoor: How to Calculate Cost-Per-Hire

Monster: The Biggest Resume Lies to Avoid

Planning Ahead for Retirement

The idea of retirement planning can seem daunting and something that may not require your immediate attention. In fact, the opposite is true. A bit of planning can help you start chipping away at the necessary steps to begin planning your financial future.

Retirement is one of the most common goals people have in their lives. Therefore, it makes sense that planning to be financially secure in this time of your life deserves more than the check of a box each open enrollment period.

Make the most of your investment time and strategy by changing your mindset to be a long-term investor. Contact Vensure Employer Services to get a head start in investing to secure your future retirement.

Partner Post: Celebrating Soft Skills in the Workplace

“A typical job description typically has a little background information on the hiring company but then lists out job responsibilities, duties, and desired skills and qualifications. The context within each section highlights a combination of both hard and soft skills. For example, an account development manager job description may list the following job duties:

  • Initiate sales process by scheduling appointments, qualifying potential prospects and building relationships.
  • Maintain personal networks to continue improving job knowledge and educational opportunities.
  • Close sales opportunities, prepare and evaluate contracts, and relay customer or prospect concerns/issues.

In each of the listed items, there is a mix of hard and soft skills of which the perfect candidate needs to have some working knowledge. To qualify a potential prospect, the candidate would need to first understand how to identify a prospect, track the prospect using appropriate customer relationship management software, and move the prospect through the sales process.

A person who has a good working knowledge of any popular HRM could manage the data and the prospect’s status change through the digital system. However, the candidate would also need to have the interpersonal and communication skills to navigate the choppy waters of conversations early in the sales cycle.

Other soft skills that are beneficial in almost any role include teamwork, problem-solving, listening, a strong work ethic, and creativity. Combinations of soft skills with learned hard skills are what separates a decent candidate from one of the top tier candidates—the ones that recruiters dream about.

Without soft skills, the foundation of an effective team may start to crack and crumble, employees may lack the ability to creatively solve a client issue or people who are good leaders never actually hear their employees’ concerns, resulting in the breakdown of a team or the loss of quality staff. These soft skills cannot be taught, rather they are part of someone’s makeup or they are not.

Hiring candidates who stand above the rest in both hard and soft skills are going to be the employees that help build and highlight soft skills in the team members around them. Slowly employers will notice the soft skills of their staff improving, or that the recruiting team is building a stronger base of new hires who embody both skill traits.

In the end, your organization should be run by great teams, and those teams should be built on a foundation free of cracks from a lack of soft skills. The right blend of hard and soft skills will impact the existing team members to help to further improve their performance and could, in fact, help breed a new group of leaders and up and coming managers. These are the people who have a deeply rooted vision for their career and mirror the organization’s vision and strategy for success.

Employers around the country are looking for candidates who have a healthy balance of both hard and soft skills for their open positions. The recruiters, though, may find it increasingly difficult to locate these individuals in the “stacks” of resumes flooding their inbox.”

Contact VensureHR to take your recruiting team to the next level and stack the deck in your favor.

 

As seen originally on Insured Solutions Blog: June 6, 2019.

Construction Industry: Lifting Precautions

Life as a manual laborer, including work in the construction industry, is not free of danger or injury. Almost any factory or construction industry job requires some sort of lifting. This can cause strain or injury to the worker’s arms, shoulders, back, neck, and hands. Repetitive lifting and stooping movements can cause soreness and serious injury over time, which can directly impact both work and daily life.

When working in a manual labor or construction environment in a role that requires repetitive lifting and stooping, these precautions are recommended to help avoid injury.

Lifting

  • Focus on keeping lifts between hand and shoulder level, avoiding any lifts from the floor or higher than shoulder level.
  • Adjust loads to ensure they can be pulled in and lifted close to the body.
  • Use the assistance of dollies or utility carts, when available, to move objects that would require lifting and carrying more than a few feet.
  • Avoid lifting bags or boxes that weigh 50 pounds or more by breaking the load into smaller, more manageable loads.
  • Use mechanical aids, whenever possible, to help cart, lift, and stack.

Stooping

  • Avoid stooped working at all costs, redesigning these tasks when possible.
  • Take frequent short breaks by walking or stretching.
  • Use a stool to position the body closer to the ground.

Overall, never shy away from asking a coworker for assistance with lifting or low tasks that require stooping. If a worker is at risk of lifting strain or has previously experienced an injury, it is important they wear a proper back brace that will not interfere with their work or cause additional injury due to loose straps or pieces that could catch on machinery.

Increase awareness of potential lifting or stooping hazards by making a conscious effort to prepare for these types of regular activities or job-related tasks. Ensure workers are familiar with equipment instructions, per the operator’s manual and product labels. Discuss lifting safety hazards and precautions with workers and inform them of how to handle a medical emergency, should the situation arise.

Inexperienced, improperly trained, or unfit workers are more likely to cause themselves injury or strain when it comes to lifting or stooping while on the job. VensureHR is committed to helping business owners keep employees safe. Contact us to learn more about safety and risk management, including accident prevention, OSHA compliance and training, compliance resources, and claims management.

Partner Post: Top 6 Reasons Why Human Capital Management Software Benefits Your Business

“Human capital management (HCM) software is an application that blends different support tools and automation in a single platform to help strategically manage the employee lifecycle. Businesses turn to modern solutions to reduce the burden associated with human resources management by implementing a flexible ad calculated approach through a preferred HCM.

If your organization is unfamiliar with an HCM, we can assume your HR team is likely very familiar with spending far too much time manually entering employee data and battling a variety of administrative fires at one time. From running payroll, managing employee development, recruiting, and onboarding, an HCM is a single solution to manage all of your HR administrative needs.

Still not convinced? Here are our top six reasons as to how the addition of an HCM will benefit your business.

  1. The more good data you put in, the more good data you get out. Additionally, an HCM allows you to get the data you want when you need it. Your HR data is in one application and available when you need it! A cloud-based HCM is designed to manage payroll, human resources, and benefits administration all in one place at the same time
  2. Between the Family Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), and Equal Employment Opportunity Commission (EEOC), among others, employers are faced with the weight of staying abreast of ever-changing and confusing regulatory compliance rules and changes. The platform of choice may not be able to automatically make your business compliant, but should be designed with regulations already in place, and equipped to handle updates as regulations change.
  3. Automating processes is one benefit, but organizations like yours may actually find their ability to accelerate processes more impactful. An HCM will allow the business to streamline existing HR operations and apply updates to existing processes across all users.
  4. Most workforces are seeing an increase in the multi-generational span of their employees. With a wider range of employee generations comes a need to provide a more competitive employee benefits package. Millennials, for example, are 55% more likely to take a job with an organization that is offering a robust benefits package that speaks directly to their needs even with lower compensation.
  5. When it comes time to start recruiting for open positions across your organization, a good HCM will allow hiring managers and the HR or recruiting team to track and evaluate the best candidates as they work their way through the hiring process. From job posting and interview tracking to managing the onboarding process, talent acquisition, from start to finish, can be routed through a single application.
  6. Taking all of the different HR-related administration software tools a business is using and condensing into a single application can lead to substantial savings. Reduced manual entry and duplicate entry elimination. In addition, automated and accelerated processes can help increase the return on investment for the HCM.

When a business decides to cut the cord with multiple systems, there are immediate benefits for the affected departments and the organization as a whole. Users are finally able to accomplish business-critical functions through a robust and powerful reporting tool.”

Contact VensureHR to learn more about our HCM solution, Vfficient. Our team of experts is available to guide and assist you with all your questions and issues as they arise.

 

As seen originally on Human Capital Blog: June 3, 2019.

 

HR Daily Advisor: Research Shows Strong Job Satisfaction, Benefits