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

October 20, 2016 by screeningintel Leave a Comment

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.”

“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.

Human Resources: Top 4 Employer Tips for Workplace Safety

September 26, 2016 by screeningintel 1 Comment

Workplace safety refers to a number of key areas for employers. First and foremost, there is the issue of providing physical safety. All workers and clients deserve a safe and secure place in which to do business.

Workplace Safety

However, employers must also take steps to keep themselves safe from litigation and damage to their reputation.

The following four workplace safety tips are important ways employers can keep themselves safe on a range of levels:

1. Use Employment Screening for All Potential New Hires

Outsourcing employment screening is an effective way to “get to know” who is really being considered for employment. While the interview process and checking references can yield valuable insights in these areas, the applicant will be taking steps to put their best foot forward. Finding out the truth about an applicant’s background, credit and possible criminal history is vital to a safe workplace for all.

2. Make All Decisions Based On Fit

Hiring for an ideal fit, training for the needed skills, transferring and promoting for the good of the company, and disciplining or firing only for relevant and documented reasons is also crucial to workplace safety. Hiring qualified workers with known abilities and training them for proficiency reduces the likelihood of accidents in the workplace as well as litigation by clients, other workers, or the new hire themselves.

3. Comply with OSHA Rules and Guidelines

The Occupational Safety and Health Administration (OSHA) has put forth standards for hiring and evaluating employees as well as keeping the workplace physically safe for all workers. The most common workplace safety problems tend to be related to:

The danger of slips and falls
Poor communication about workplace hazards
Unsafe scaffolding and ladder usage
Unsafe workplace machinery
Inadequate respiratory protection
Electrical safety hazards

Employers should take steps to ensure all OSHA guidelines are followed, with particular attention paid to these areas.

4. Fairness and Consistency

Whether recruiting, interviewing, screening, or dealing with current employees, consistency and fairness are key to employers staying safe from litigation. All persons should be treated equally regardless of qualities like race, age, gender, religion or family status. Employers should avoid favoritism based upon personal biases and never retaliate against an employee who voices concerns about procedures and workplace safety.

Workplace safety involves a number of facets and areas. Following these four tips can help employers to stay safe and viable for many years to come.

Source: OSHA: http://www.osha.gov/Top_Ten_Standards.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

August 29, 2016 by screeningintel Leave a Comment

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.

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

August 9, 2016 by screeningintel Leave a Comment

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.

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.

7 Employer Interview Questions All Employers Should Ask

July 21, 2016 by screeningintel Leave a Comment

Employer Interview

Just like employment screening, the employer interview is a critical part of the recruitment and hiring process. It’s crucial to ask focused, high-quality questions. Like the famous Proust Questionnaire from Vanity Fair, queries should be compelling, open-ended and assist the interviewer in finding out how creative and insightful the job applicant can be.

The following are seven employer interview questions to help glean valuable insights from prospective new workers:

1. So, tell me a little about yourself?

Beginning an employer interview this way can garner valuable information that wouldn’t otherwise be procured through direct questioning. It’s open-ended, conversational and allows the interviewer to get a sense of the individual’s communication style and skills.

2. Describe your favorite responsibilities or assignments from your last job and why you enjoyed them?

While resumes tend to offer a list of accomplishments and duties, the answer to this question will delve more deeply into some of their activities. The applicant’s true aptitudes and passions will be revealed.

3. What was your biggest challenge in your last job, and how did you deal with it?

Finding out how a new hire will tackle problems and pressures in the workplace is essential in determining if they will be a good fit.

4. What is your typical role in group projects?

The answer to this question will reveal if the person is a leader, a follower, or someone who can take both roles as needed.

5. How do you think your previous employer would describe you?

This query is another way of finding out the job applicant’s strengths and weaknesses as well as more insight into their self-concept. It will also help to reveal if they will be a fit in an organization’s culture.

6. Where do you see yourself in two years? Five years?

This classic interview question can help to expose the job applicant’s longer-term goals and motivations. Employers can get a sense if they plan to stay long-term at the company.

7. Would you like to ask me any questions?

Wrapping up an employer interview with this question allows for turning the tables and seeing a little more about how the candidate’s mind works. If they answer “no,” it could indicate a lack of depth and interest in the company; however, it could also mean the interview felt complete and they have done their homework about the job.

High-quality employer interview questions along with professional reference verification can assist in determining if a job candidate is a good fit. Employer interviews should consider asking these seven questions during the recruitment and hiring decisions process.

Source: http://www.forbes.com/sites/nextavenue/2014/06/18/10-job-interview-questions-you-should-ask/

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

Human Resources: Top 4 Employer Tips for Workplace Safety