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“The Gig Economy”: A Guide for Employers and Consumers

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As the economy ebbs, flows, changes and evolves, both employers and consumers must keep abreast of how to best manage their interactions with it. One of the most noteworthy economic changes of the current decade is the emergence of “the gig economy.”

Gig Economy

“The gig economy” refers to a growing segment of the workforce that now earns a living through providing multiple services. Mobile apps are often used to manage gigs; Uber, Taskrabbit and Thumbtack are just a few examples. A Penn Schoen Berland Research study initiated by TIME magazine this year found that 44 percent of American adults participate in the gig economy.

Like any economic model, there are pros and cons, and the gig economy requires an awareness of how to navigate it for an optimal experience.

Arising From Economic Need

The seeds of the gig economy were likely sparked in response to the economic downturn of 2008. With so many people finding it difficult to get a job, many were open to temporary work to help fill the gaps, sometimes through a variety of short-term “gigs” in differing fields. Consumers looking to save money were grateful for the cooperative and “a la carte” nature of paying for goods and services in this way.

The rising popularity of freelancing and telecommuting since the advent of the Internet has fueled the gig economy. Mobile devices and apps make gigging on the go easier than ever. Today’s freelancers may earn their income as an Uber driver, a host on Airbnb, or an errand-runner through Taskrabbit – or a combination of apps like these.

Staying Safe in The Gig Economy

However, the rise of this unique economic model calls into question the safety and reliability of those being represented and hired through these apps.

While the gig economy is revolutionizing how Americans work and find key services, attention should be paid to safety considerations. Just who is being hired? Have they been appropriately screened for the job they will be doing? This is an issue that had always dogged the freelance world, and it now stands to get even larger as the gig economy grows.

Insist on Professional Background Screening

One of the best protections employers, app makers and consumers have against negligent hiring is the screening of workers before doing business with them.

A professional background screening service can check for criminal background records, employment history, and verify credit history to ensure reputation and reliability. As for consumers who use gig apps – they should check to make sure that the parent company has enacted a policy that all of participants have been appropriately screened.

Source: https://www.washingtonpost.com/opinions/asking-tough-questions-about-the-gig-economy/2015/06/18/b43f2d0a-1461-11e5-9ddc-e3353542100c_story.html

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

3 Easy Tips to Help Recruit Millennials Who Are Goal-Oriented

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Millennials are the focus of recruitment for most industries these days and it can be a challenging to effectively recruit Millennials. This generation, born between 1980 and 1999, are one of the largest demographics within the United States. In addition to representing a large portion of the population, they are unlike any generation that came before them, especially when it comes to employment.

Recruit Millennials

These 17 to 35-year-olds have lived a life unlike others—they grew up in a technology-laden age. From smartphones to tablets to smart cars, they rely on technology because they don’t know any other way. As a result, they value convenience. They value flexibility and some value working harder and not smarter. When it comes to trying to recruit Millennials and hiring them, they are a new frontier. However, it is their intimate knowledge of technology that makes them the most sought-after demographic when it comes to jobs.

Offer Flexible Jobs To Millennials In The Workplace

Since Millennials are unfamiliar about the pre-technology age, they are more receptive to jobs that leverage technology. Companies that offer flexible jobs are able to recruit Millennials with ease. From job sharing to remote workspaces, flexible jobs leverage technology, which keeps working Millennials interested and allows them to keep their autonomy.

Utilize Social Media To Recruit Millennials

Millennials love social media platforms. They rely on these networks to share experiences and likes with others. Additionally, they use these platforms to help them make decisions, including whether to work for a company. In fact, research shows that reviews on social media platforms are similar to recommendations from friends and family members. Companies who can effectively use social media platforms can recruit top talent, even those Millennials who may not be actively looking for a job.

In addition to access, companies can easily weed through posts to determine what candidates would make a great fit for their company.

Offer Growth To Recruit Millennials

Since graduating, Millennials are looking for a job that offers high-paying salaries and growth. Companies that can’t offer both should focus on their ability to offer growth within the company. Ultimately, growth may help them achieve the salary they desire while helping the company retain their talent over the years.

Companies shouldn’t allow their budgets to prevent them from aggressively trying to recruit Millennials, who are considered top talent. With a focus on meeting their needs, including the need to establish their identity, management may find they have exactly what this generation is looking for in a career.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

5 Hiring Process Changes For Employers To Consider

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Employees are the lifeblood of a company, and an effective hiring process and employee retention is key to success in this area. The start of a new season offers an opportunity to assess what’s working (and what isn’t) in terms of recruitment, employment screening and hiring.

Hiring Process

Businesses and HR departments should consider addressing the following five areas to improve the hiring process going forward:

1. Choose and Implement Strategies Intelligently

When making decisions about policies and procedures, employers should consider each component carefully. Each aspect contributes to the whole and could make or break the success of a recruitment process. All precedents and parameters should be carefully tested and discussed with management, from application content to employer interview questions to employment screening.

2. Create a Consistent Hiring Process

Recruiting and interviewing each applicant differently may seem like a positive and flexible thing to do, but it can actually lead to issues with legality and consistency. For example, looking at social media accounts to determine the character of some applicants but not others can lead to a lawsuit down the road. Inconsistencies like these can also result in improper screening across a range of applicants.

3. “Brand” Your Workplace

When a company gets a reputation as a desirable place to work, they will naturally attract a larger pool of applicants from which to draw. To this end, “branding” a workplace can be just as important as the branding of a product or service. Building in natural procedures for branding from the marketing and HR departments can revolutionize the hiring process from the inside out.

4. Recruiting By the Book

The Fair Credit Reporting Act (FCRA) requires consent from job applicants to look into their backgrounds and take a credit report, so care should be taken that a signed release form is garnered. It is also illegal to discriminate based upon qualities like race, gender and age. If an applicant is passed by, the employer must be able to link the reason to their inability to adequately perform the job, and not because of a personal characteristic.

5. Outsource Employment Screening to a Professional

Trying to do all screening in-house can lead to a host of problems, including legal ones. Employers who are not experienced with proper employment screening methods may do so in a way that is inadequate or not in compliance. Outsourcing employment screening such as criminal background checks and credit checks to a professional screening service can assist with the hiring process and ensure that these important steps are conducted correctly.

The start of a new season is the perfect time for employers to take stock of their recruiting and hiring processes. Addressing and refining these five areas can lead to a stronger, more talented and more effective workforce.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

How Employers Can Reduce the Odds of Violence in the Workplace

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From employees creating a hostile and emotionally unhealthy work environment to workplace shootings, there seems to be no shortage of reports of violence in the workplace these days. A Virginia man killing two of his former co-workers while they were broadcasting live on the air is just the latest of these disturbing incidents. Vester Flanagan gunned down Adam Ward and Alison Parker in a shocking display of workplace hostility being taken to its most tragic extreme.

Violence in the Workplace

Whether caused by a tough job market or just the stresses of modern life, violence in the workplace is a very real risk for employers today. However, there are steps companies can take to help reduce the risk to their employees as well as their own liability. It starts with knowing who is being hired, and there are ways to screen potential new hires for the risk of workplace violence so that they are not hired.

Here are four effective ways employers can reduce the odds of violence in the workplace:

1. Criminal Background Check

A criminal background check is perhaps the best way to screen for a history of documented violence or criminal activity. Any criminal incident should be a big red flag for business owners and HR departments.

2. Check References

It is standard for applicants to provide work and character references on their resumes or job applications. Employers should contact every reference and ask a question or two about the candidate’s temperament, how they handle stress, and if they are prone to any problematic behavior.

3. Using Interview Intuition

While some persons can hide a bad temper or a tendency toward violent behavior very well, with others, the signs of a volatile nature can show during the interview. If the interviewer senses edginess or glimpses of a disposition prone to anger, these are also red flags.

4. Professional Employment Background Screening

A professional employment background screening service can help take a lot of the guesswork out of vetting potential new hires and can potentially uncover a candidate who has had a history of violence in the workplace. This service should screen for a criminal history, the sex offender registry as well as government watch lists. Professional employment background screening helps employers to avoid hiring employees who poses a risk to the safety, security and positive energy of a workplace environment.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

The Rise of Social HR

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A workplace trend known as social HR continues to gain momentum in 2015. It proves that social media is for more than just entertainment purposes off-the-clock. Over the years, many employees have learned the hard way that their social media profiles can and do influence whether they get and keep a job. Unprofessional photos and badmouthing a company or boss on Facebook have led to plenty of careless employees getting canned.

Social HR

Now social media has permeated even deeper, becoming an aide to human resource professionals. Not only can it help to narrow down potential employees during recruiting, track employee arrivals, and promote and market to increase sales, but it is also a crucial component to attracting employees. According to MIT Sloan, a study published in 2015 and reported on in Forbes found that more than 50 percent of all employees want to work in a job where their bosses and managers have what’s called “social business sophistication.”

While some may dismiss this as another branch of millennial entitlement, doing so is foolish. With these millennials becoming a bigger and bigger part of the current workforce, some employers that have been stuck in their ways will have to change with the times to best benefit their company.

Social HR includes leveraging social media for the benefit of a company.

Social media is everywhere, and people literally take it with them whenever they go. Not only can you access Google+ or Facebook on your smartphone or tablet, but now with wearable technology like the Apple Watch, the world is around your wrist. Business Insider Intelligence reports through Forbes that in a few short years in 2018 that the wearable technology trend will grow into a $12 billion cash cow.

Employers shouldn’t shy away from the Apple Watch and related technology. Instead, wearables can benefit employees and employers alike, especially once the Microsoft Band surfaces, which can handle phone calls and emails on the go. Employees are always accessible, and if you can reach out to someone at any time, work gets done faster without stressful time crunches.

These wearable devices also have access to apps and can be integrated with social HR tools. While an employer may think that these are just time-wasters, many companies have created their own apps for their customers to use. Gartner through Forbes found that at least 25 percent of enterprise companies should have an app by 2017. Those without a wearable device can still social HR use apps, which are available on tablets, smartphones, and even some computers. Once again these streamline work. Of course, HR Pros will have to use social HR technology on a case-by-case basis.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Source: http://www.hrzone.com/hr-glossary/what-is-social-hr

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