Check out tips and trends – from human capital management to compliance updates for background screening – all written by Sterling experts and partners around the globe. Sterling Risq operates, services and advises across the Asia-Pacific Region…
2020 and 2021 have ushered in record transformations in the workforce, making upcoming HR staffing trends important to spot now in order to smoothly pivot staffing teams for success. Here are the major workforce trends we’ve seen that HR teams can bear in mind as they work to hire candidates while also being mindful of the need for safety in the workplace.
As SIA reported last year, contingent workers made up more than a third (35%) of the labor market in 2020. While it’s true that businesses can meet increased demand by quickly hiring contingent workers, an incomplete onboarding process can also present serious risks to workplace safety.
Traditionally, staffing organizations have focused on background screening their full-time employees rather than including the contingent workforce as a whole. Unfortunately, as the remote worker population has spiked, so has identity fraud. According to the Aite Group’s report, U.S. Identity Theft: The Stark Reality, identity theft cases caused over $500 billion in losses in 2019 and ballooned by 42% to over $712 billion in 2020. We believe it’s critically important to build a consistent hiring program (regardless of your workforce population) when conducting background checks. For example, remote contractors often use proprietary business equipment, networks and tools from their homes. These unsecured areas pose a real security risk to a company’s operations and brand.
Identity verification has only become more important as the workforce continues its slow flight from the office. Forbes cites a 2021 Accenture report which found that 83% of workers surveyed preferred a hybrid model allowing them to work remotely at least a quarter of the time. There’s also an increasing risk that candidates using stolen IDs will pass easily through a standard background check. According to a study of HR professionals conducted by HR.com, one in five of those responding reported instances of candidate or worker identity fraud at their organization. It’s a common misconception that a background check automatically verifies an applicant’s identity. After all, candidates may be using someone else’s stolen personal information, bought from a webpage for just a few dollars.
In our view, identity verification has become vital — not just in 2022, but beyond — in order to build a safe and successful workplace. HR staffing teams should think more broadly about how identity checks will promote trust and safety in the workplace, both physical and remote.
According to Sterling’s SIA webinar produced in February of this year in partnership with Pro Unlimited, staffing firms will need more accurate data in order to drive accelerated placement of top talent. Inaccurate candidate data can produce erroneous background check results, and these errors can snowball to impact the integrity of the rest of your candidates’ life cycle, from hiring to onboarding. Identity verification helps to support data integrity by capturing accurate data on the front end of the talent acquisition process.
Ultimately, to help determine if their candidates are authentic, employers should focus on ensuring that digital identity verification is an element of their onboarding process. However, identity verification is not a standard part of the background screening process, though many HR professionals assume that it is. Instead, identity verification is a separate component that requires modern, fast and agile technology.
Digital ID verification technology can also add efficiency to the onboarding process. “Identity verification tools drive data accuracy and put candidates in control of their information, helping to speed up hiring and onboarding while delivering a frictionless candidate experience,” says Blake Hall, ID.me founder and CEO. Identity verification also has a downstream effect: By offering candidates a secure way to prove their identity using their smartphone (much like a digital wallet), HR staffing teams provide a positive candidate experience, which can in turn improve the hiring process and increase candidate retention.
The rise of contingent workers in the modern workforce is a trend that’s likely to continue throughout 2022. Identity verification can and should be designed at the very start of the background screening process to give staffing managers proof that candidates are who they say they are. Companies who integrate identity verification into their onboarding process can help to mitigate corporate risk, gain confidence when hiring and ultimately promote trust and safety in their workplace.
https://www.sterlingrisq.com/wp-content/uploads/2022/05/Technology-Promotes-Trust-and-Safety-When-Onboarding-Contingent-Workers.jpg461832lynn.eehttps://www.sterlingrisq.com/wp-content/uploads/2019/04/sterling-risq-logo-1.pnglynn.ee2022-05-11 00:00:182022-05-10 16:49:45Technology Promotes Trust and Safety When Onboarding Contingent Workers
Sterling RISQ is pleased to announce some exciting news for any manager or recruiter who either regularly need to request or are on the receiving end of reference requests.
Facilitated by our proprietary technology, e-references can be requested in seconds, triggering an instant email notification to the referee. The referee can then complete the reference on any device and at any time that suits them, with all their responses being recorded directly in the e-reference system.
Benefits of e-referencing
Unparalleled speed and ease for onboarding new employees
Simple to order and send to referees
Convenient for the referee to complete at any time and on any device
Increased accuracy as responses are directly recorded in the e-reference module
Customisable system prompts to encourage referees to complete their references quickly
Compliant with data privacy and safety requirements
E-referencing provides the ultimate convenience and flexibility for the referee to provide their reference at a time and place that suits them. Our service enables references to be requested and received digitally, which also frees up time for HR staff by avoiding “phone tag” and allowing them to get on with other responsibilities.
All of this efficiency combines to create a process that is quicker and more accurate for onboarding new employees – a real must-have in this fast-paced business environment.
Contact us hereif you would like to try e-referencing for your business or if you’d like more information about our new service.
https://www.sterlingrisq.com/wp-content/uploads/2022/05/E-referencing-for-quick-and-convenient-references.jpg461832lynn.eehttps://www.sterlingrisq.com/wp-content/uploads/2019/04/sterling-risq-logo-1.pnglynn.ee2022-05-04 12:49:422022-05-04 12:49:42E-referencing for quick and convenient references
When we think about safety in the construction industry, we tend to focus on the physical environment of the jobsite and the potential for injury created by the use of tools and heavy equipment. But developing a safety-focused culture starts with knowing whom you bring onboard and entrust with access to your employees, clients and hard-earned reputation. Are they who they claim to be, with the background and qualifications you expect?
Even in today’s tight labor market, the pressure to hire rapidly does not justify cutting corners. Instead, construction companies need background-screening processes that enable quick, efficient and thorough vetting of new hires.
TECHNOLOGY AND EFFICIENCY
Background screening has evolved significantly in recent years, embracing digital transformation to support comprehensive, in-depth and timely pre-employment checks. In the past, for example, criminal records checks required physical presence at a courthouse, while today, digital access in many cases eliminates the need for court runners and dramatically reduces the time to complete a check.
Even before record checks, technology helps focus the search on the right person in the right jurisdictions. These technology-enabled processes shrink turnaround times, allowing background screeners to complete up to 90% of criminal searches within a single day—with individual components taking well under a day, including an average of 0.34 days for county criminal, 0.47 days for state criminal and 0.03 days for U.S. Department of Justice sex-offender checks.
COVID-19, CONTRACTS AND CONSISTENCY
Flexibility and resilience have become a common refrain as construction companies continue to navigate the disruptions of a global pandemic, including labor shortages, splintered supply chains and health and safety concerns. Not only do companies need to fill positions restored or created as the economy bounces back, but they increasingly need to backfill skilled positions opening as a result of the “Great Resignation.” A scalable background-screening program offers flexibility, whether you’re competing for in-demand, skilled candidates for critical roles or expanding your contingent workforce to meet seasonal or project-based needs.
The key is to be consistent in every part of your applicant experience. While you might not be inclined to invest the same effort in screening contract employees as you do permanent hires, for example, often the two groups work shoulder-to-shoulder, and working to determine that temporary workers have the right skills and background is critical for helping to improve both overall success and safety. You can help mitigate risks by applying the same background-screening process for permanent, contract and contingent workers, including these best practices:
Choose a background-screening partner with expertise in the construction industry. A one-size-fits-all approach may seem efficient, but it can lead to gaps that put safety at risk. Confirming employment eligibility, such as vocational education for select trades, is a critical component of building a diverse, skilled workforce.
Start with identity verification. Given the ongoing rise in stolen identity cases and data breaches, identity verification helps ensure candidates are who they say they are before you undertake a background check. In addition to reducing the potential for deception, identity verification lessens the likelihood that a typo or missing initial results in an inaccurate or incomplete background check.
Make drug testing and ongoing occupational health screenings convenient. The right background-screening partner can provide fast turnaround times and mobile scheduling at a network of partner clinics for an easy, streamlined process that puts people first—be it confirming candidates are fit for duty or safeguarding employees from excessive chemical exposure.
THE PANDEMIC, POST-PANDEMIC
As COVID-19 variants prolong the pandemic recovery, construction companies will need to integrate appropriate health and safety processes to keep jobsites running. The mantra is familiar to everyone: vaccination, isolation and testing.
Whether vaccination is optional or mandatory, companies will need to efficiently track vaccination status—which can change over time should additional booster shots be deemed necessary—while also maintaining test-result records. This dovetails perfectly with background screening, which at its core considers available records and helps determine potential gaps.
Safety isn’t an occasional concern or a talking point for an awareness week. Safety is central to how you conduct business and requires flexibility to adapt as conditions change. A successful partnership with a trusted background screener can help check many of your safety boxes, allowing you to focus on other critical needs.
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We saw this candidate’s Instagram account and this person is always travelling. So, how can you say that this person will work hard?” Founder Vikram Ahuja of Talent500, which enables global companies to set up remote teams, was recently privy to this conversation with a recruiter about a potential hire. While this is an extreme instance of how your social media presence can be perceived by a prospective employer, it’s an example of why you may want to hold off on tweeting your impassioned and radical views on a politically charged topic. Chances are it could cost you your future job. Recruiters and hiring managers are not just stop – ping by your digital avatars to cross-check factual information but also to size up whether you are a match culturally for the organisation; in some cases they are rejecting the candidate based on what they find online.
A 2020 poll among 1,005 hiring decision-makers by US-based staffing solutions firm Express Employment Professionals found 67 per cent respondents saying they use social networking sites to research potential job candidates. A 2018 CareerBuilder survey carried out in the US found the number to be at 70 per cent. While a similar study could not be found in India, several recruiters and experts in the field admit they do pick up on the digital breadcrumbs left behind by jobseekers. Those, along with their résumé, interviews, psychometric tests, panel discussions and other assessment tools are used to make hiring decisions.
Pooja B. Luthra, Group Chief HR Officer of Trident Group, who has also run her own HR consultancy firm, says it is common these days for most organisations to go for “social media screening” of candidates. “Many of them are even rejecting candidates based on what they find on social media,” she says. APAC President Manish Sinha of background verification company Sterling RISQ, which also conducts social media screening, says, “It is a very natural extension of the normal screening any company would do. You would typically check two aspects of a profile—minimum standards such as criminal history, education, employment background, as well as alignment with corporate culture.” He says many of his top high-volume clients are in India across telecom, media, insurance, consumer banking, staffing firms, accounting and audit firms. Power and gas, private equity and technology firms are also big on social media screening, he adds.
Better safe than sorry
For organisations, social media screening is a way to identify red flags and sidestep any potential bombs waiting to detonate because recruitment is expensive as is brand damage. And the latter is often difficult to undo, especially with almost instant social media amplification. “When an unflattering news article comes out about a person, the organisation’s name also gets dragged in. That tells people the organisation doesn’t have control over the talent it hires. It’s such a difficult thing to manage if you are employing 30,000-40,000 people,” says recruitment firm Randstad India’s Chief People Officer Anjali Raghuvanshi. Trident’s Luthra says you don’t want to feel foolish later on for missing obvious behaviour clues the person had left in the public domain. “Earlier we used to do reference checks by calling up people. Now the person is offering that information. So why not?” That’s why it is not restricted to industries requiring digital skillsets. “Obviously, I don’t expect a regional sales person for a pharmaceutical firm to have social media skills. But I’m looking for a certain personality profile—leadership ability, interests and ambition,” says Aditya Mishra, Director and CEO, CIEL HR Services. Their LinkedIn posts and network serve as a window into who they are, he adds.
LinkedIn and Twitter are the usual suspects when it comes to the sites looked at, agree recruiters. But Facebook and Instagram are not entirely ruled out. Sterling also looks at Pinterest, YouTube and news sources. Still others prefer peeking into software development platform GitHub, question-and-answer website Quora and corporate community knowledge base CiteHR as well to glean domain-related insights about the candidates. But all experts say they only look at publicly available information. However, they also agree that many organisations do resort to probing into private profiles and data scraping without consent.
Depending on the seniority of the role, the hiring manager and the organisation, the checking varies from a cursory glance at the websites to a full-blown analysis. Sterling, which uses technology, applies filters or keywords like drugs, misogynistic and violence, that throws up problematic content by the person, if any. Used in various combinations and across volumes of data available online, says Sterling’s Sinha, it becomes impossible to do just a manual check. “It has to first be done by a machine and then summarised for a human eye to look at.”
The process assumes more significance for senior management and strategic positions where a hiring misstep works out to be a lot costlier. “If I do a wrong CEO hire, I could be bringing down the P&L and dragging down share prices a couple of notches. So, the impact is much higher,” says Sushant Dwivedy, MD (India and the Philippines) at talent screening firm SHL. The digging can go back as far as seven years, which Sterling considers the gold standard in any kind of data analysis. Luthra prefers breadth over depth, going back only a year across activities, giving candidates the benefit that they may have changed over the years. But it’s not always done with the intention of digging up dirt. “It’s like getting an insurance policy. You would hope you don’t need it but in the event that you do, you just feel terrible to not have done it,” says Sinha. The information gathered can also serve as conversation starters during the interview, sometimes to seek clarification on concerning posts. “If they posted or commented about something, I will just pick that up in the interview I will have with them,” says Dwivedy. At other times, it comes in handy to understand the candidate beyond their CV. “If he likes music, it gives me a new dimension about him although it is not required for the job… Post-joining dissonance is lesser if I get to know the candidate better,” says CIEL’s Mishra.
Hiring decisions, however, don’t entirely hinge on social media presence. K. Sudarshan, Regional Managing Partner (Asia) and MD of EMA Partners India, says it is premature to assess the cultural fitment of a candidate based just on what they have posted online. Recruiters accord it varying degrees of importance, but only in conjunction with other more objective assessment tools. But the findings, if serious enough, can prove to be deal-breakers. “He could be a great guy, but he is not the guy for us,” says Luthra, adding that she has rejected candidates on the basis of their social media posts.
Red flags and rejection
Luthra and Sinha both agree that it doesn’t happen often, though. Overtly political/religious/militant views on social media sites are among the top offences in the eyes of recruiters. “As an organisation, we want to come across as being politically neutral because the company has to thrive no matter who is in power,” says Randstad India’s Raghuvanshi. Abusive language, bigotry and hate speech, sexism, misogyny, inappropriate sexual behaviour including gestures, alcohol or drug abuse, bad-mouthing previous/current employer or fellow em ployees in the form of photos or text can all drive away potential recruiters from your profile, they say. But you may want to press pause on plans of scrubbing away all your evidence from the cyberworld. Having no digital footprint is a red flag on its own, too. The Express Employment survey found that among those using social networking to research candidates, more than half (55 per cent) found content that caused them not to hire the applicant. But 21 per cent said they are not likely to consider a candidate who doesn’t have an online presence.
But you may want to press pause on plans of scrubbing away all your evidence from the cyberworld. Having no digital footprint is a red flag on its own, too. The Express Employment survey found that among those using social networking to research candidates, more than half (55 per cent) found content that caused them not to hire the applicant. But 21 per cent said they are not likely to consider a candidate who doesn’t have an online presence.
“They may not be active on social media, but they have a profile, a few friends, some likes, etc. If they don’t, that scares me a little bit about where this person is coming from,” says Luthra. Sudarshan points out that it is no longer a matter of pride to say you are not available on social media. “If you’re a CXO and say that, it’s a cause for concern actually,” he says. CIEL’s Mishra says that he looks for work-related posts. “The fact is working people spend 60 per cent of their active life in employment. If you have never been able to talk about it in your social circles, then it’s something to really think about.” The way to go about it, the experts say, is to have a positive social media presence.
Biases and privacy
But there are pitfalls for recruiters, too. Biases creep in against the candidate even before they appear for an interview. “It is highly subjective and the system is already riddled with a lot of biases,” says Talent500’s Ahuja, who cautions recruiters against social media screening for cultural fitment. Agrees Luthra, adding that the sooner you do it in the process without meeting the person, the likelihood of you not forwarding a candidature because of your bias is much higher than spotting a serious red flag. She prefers checking social media only when she sees merit in taking the candidature forward. Sterling, Sinha says, conducts checks only after the employee has accepted the offer and consented to background verification and social media screening. “At the interview stage, there is no explicit permission or implied clearance,” he says. Arun S. Prabhu, Partner and Head of Technology, Media, Telecommunications practice at law firm Cyril Amarchand Mangaldas, says it is not illegal when carried out with informed consent, which is what most reputed organisations do. Even if the consent form doesn’t explicitly say so, as long as the information is not in a private profile, it can be argued that the information which was made publicly available by the candidate can be reviewed, he says. “But there are people who do this is in a more intrusive way by checking private profiles or pages, or looking at material which, in its context, was shared with a reasonable expectation of privacy. This is a much greyer area.”
As Luthra points out, it takes just one candidate to get irked by what you know about them and it will be all over social media. “That’s the end of it.”
It goes back to how Ahuja handled the situation with the recruiter who had a problem with the Instagram account of a prospective employee. “We had to escalate it and say, ‘You cannot bring these biases when you are recruiting someone’.”
https://www.sterlingrisq.com/wp-content/uploads/2022/04/tVOrzv-41MdnGCBkGcrhxIq55zXSxwirbQ.jpg533948Timhttps://www.sterlingrisq.com/wp-content/uploads/2019/04/sterling-risq-logo-1.pngTim2022-04-04 16:30:172022-04-04 16:32:05BusinessToday.In Feature: Beware! A Social Media Post Could Cost You Your Future Job
Resume fraud is a concern both for job seekers and employers. Here’s what you need to know.
A resume is the first opportunity a job seeker has to leave a lasting impression on their potential employer — and according to a recent survey, some are more willing than others to gain an edge through less savory means, if it results in getting their foot in the door.
According to the Monster Future of Work: 2021 Outlook survey, 66% of hiring employers agreed that candidates exaggerate or even lie about skills and competencies listed on their resume, while 44% say that candidates stretch the truth about other aspects, such as dates of employment, reason for leaving, or even job title. But even if these exaggerations aren’t uncovered during the interview process, the truth is likely to come out during background checks for employment. With this in mind, what do job seekers and employers need to know about resume fraud, and how can both groups help make certain they know their rights during the background check process?
What are Background Checks for Employment?
A background check for employment is another step in the pre-employment background check. The separate components of a pre-employment check help organizations get a better overall picture of their candidates and give them the insight they need to make an informed hiring decision. Background checks for employment can add to that insight.
In addition to a background check and education check, background checks for employment services contact the past employer’s human resources and payroll departments to make sure that the candidate’s information is both factual and without personal bias. These types of background checks compare information on the resume against information directly from the source to see if there are differences in prior positions held, job titles, dates of employment, and reasons for leaving. By cross-referencing this information with details provided by a candidate, employers will both verify the candidate’s work experience — and depending on how it matches up against what’s listed on the candidate’s resume — gain some early insight into their integrity.
Job seekers take note: this is one of the main ways employers can help determine if their candidates are actually who they claim to be! Since any discrepancy found on your resume during the application process is likely to get your resume moved to the bottom of the pile, it’s best to be as truthful as possible when listing your credentials.
What is Needed for a Background Check for Employment?
The surest way for job seekers to prove that their credentials are valid is to first learn exactly what documents they’ll need to present to employers during a background screen. The exact information needed for a background check for employment will vary depending on a company’s needs and the role’s responsibilities. Some companies will require more detail about employment background, depending on the role they are hiring for. But in general, in addition to the information a candidate provides for a criminal record check (social security number, birthday, any known alias, current and past addresses, and driver’s license number) a candidate may be asked to provide the following information during a background check for employment:
The name, address, and contact information of past employers
Dates of employment at previous employers
If past employers cannot be reached, some companies will request proof of employment through a W2 or a pay stub from a previous employer — although this will vary based on local laws.
Do You Have the Right to Know the Results of Your Background Check?
Third-party background check companies are regulated by federal, state, and local laws. At the federal level, background checks for employment are regulated by Fair Credit Reporting Act (FCRA) guidelines.
The FCRA requires companies to disclose their intention to perform a background check on an applicant, and first obtain authorization prior to performing the background check. This must be made clear beforehand, and authorization should be obtained in writing. The job seeker also has a right to know the results of that background check regardless of whether or not it results in a rescinded offer: “(Even) If the employer thinks it might not hire or retain you because of something in the report, it must give you a copy of the report and a ‘notice of rights’ that tells you how to contact the company that made the report.” This gives the job seeker the opportunity to fix any unintentional errors, such as mistakes in data entry.
Conclusion
There are many aspects to a background screen — from criminal record checks to education and background checks for employment. Naturally, each company will require different checks for the positions they’re filing. With this in mind, you can get an early step ahead of other candidates by first understanding exactly what information you need to have prepared for your background check in order to help reduce the turnaround time. Knowing your rights as an applicant can provide you with added transparency: remember that you can choose to view the results of your check if you believe it was conducted unfairly, or if you’d like to see the detailed report for yourself.
It’s important for job candidates to know that even outside of a background check, exaggerations on their resume will likely be surfaced somewhere in the hiring process — and that it is important to be honest and open from the beginning of the process in order to build trust with their potential employer, as well as avoid potentially larger consequences down the road. For other questions about the background check process, check out our candidate FAQs and client FAQs.
Sterling is not a law firm. This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.
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The pandemic has undoubtedly brought along with it many unforeseen side effects for the community.
One effect in regular contention is whether there has been a baby boom as a result of COVID-19. The thinking goes that people spent an increased amount of time at home; there was more consideration about “what or who really matters to me”, i.e. core values and creating stronger relationships with families and friends; and these factors were further fueled by the philosophical and biological questions of our mortality which are raised with any major health crisis. All these reasons, and more, may have coalesced to explain the unexpected increases in birth rates seen in 2020 and 2021 in various parts of the world, including Australia, Nordic countries, and the UK.
This paves the way for Generation Alpha, a new generation growing up entirely in the 21st century, it is predicted that Alphas will be the most educated, the most technologically advanced, the longest living, and the wealthiest of all generations.
Download this whitepaper to take a closer look at Generation Alpha – their context, their experience, and how these factors might affect the world of work in the near future.
https://www.sterlingrisq.com/wp-content/uploads/2022/03/generation-alpha.png461832Gilbert Colobaneahttps://www.sterlingrisq.com/wp-content/uploads/2019/04/sterling-risq-logo-1.pngGilbert Colobanea2022-03-24 09:14:382022-03-24 11:30:38Generation Alpha and The World of Work
Effective Thursday, February 24, 2022, Sterling is anticipating significant suspensions or delays with our public records and verification services in the Ukraine and potentially in the adjacent region. A state of emergency has been declared and many non-essential government offices and businesses are currently closed while other government offices, educational institutions and companies are working on reduced staff.
The following Ukraine services are either temporarily suspended or significant delays are anticipated:
Public Records
Criminal Records: The Ministry of Internal Affairs has suspended their criminal records checks service until further notice. During this suspension, Sterling is not able to offer our Nationwide Police Criminal History Check as well as the Police Clearance Authentication services.
Credit Report: The Ukrainian Credit Bureau of Histories is currently operational but is expected to experience delays over the foreseeable future.
Directorship Search: The State Enterprise Information Resource Centre Business Directory is not currently operational and we anticipate delays.
Verifications
Employment Verification: Many non-essential businesses are currently closed or working on reduced staff and, depending upon their location, may be impacted by political unrest. We will continue to attempt verifications, but expect delays.
Education Verification and Professional Credentials: Many educational institutions are operating on reduced administrative staff and, depending upon their location, may be impacted by political unrest. We will continue to attempt verifications, but expect delays. Possible exceptions are degrees issued after the year 2000, which may be verified online via the Ministry of Education.
Please note that identity and database services are not currently experiencing any delays. However, the availability of services in Russia and the adjacent region may be impacted by world events, including sanctions placed in response to the evolving conflict. Sterling will provide impact updates and any alternate search options that become available. Thank you for your patience.
https://www.sterlingrisq.com/wp-content/uploads/2022/02/Holding-image-if-blog.png461832Gilbert Colobaneahttps://www.sterlingrisq.com/wp-content/uploads/2019/04/sterling-risq-logo-1.pngGilbert Colobanea2022-02-25 16:19:052022-03-24 11:30:48Ukraine (and Adjacent Region) Service Impact
As tech companies delve into strategic planning for the year ahead, now is the ideal time for HR teams to look to emerging trends already shaping the future of the industry in 2022. How can tech brands attract and retain top talent in tomorrow’s labor market, and what technologies and tools are available to help them stay in compliance with new mandates looming?
The Great Resignation Has Tech Brands Looking Inward
Since the economy slowly began to revitalize after 2020, tech businesses have been steadily ramping up their hiring. In 2022, tech employers will increase their efforts to recruit labor’s largest demographic, the millennial workforce, in light of the latter’s ever-rising demand to “go remote.” While remote work still remains industry-specific in many sectors, the technology industry is taking the lead in shaping the modern, remote, and hybrid (partly-remote) workplaces. As a main reason for the ongoing “Great Resignation,” a lack of remote work options will push tech candidates to seek more flexible employers in 2022. According to Devskill, tech’s high turnover rate (13.2%) exceeds that of any other industry (10.5% average).
Figure 1: Hiring Volume across several industries, 2020-2021
This means that early next year will be an opportune time for many tech businesses to transition to remote work. After all, Forbes has already reported that the majority (70%) of the US workforce will be working remotely at least part-time by 2025. To improve candidate retention and employee satisfaction in 2022, tech recruiters and talent acquisition managers will need to offer more hybrid or fully-remote options to candidates and employees.
Millennials have long said in countless generational surveys that they highly prize work-life balance. Thanks to the Great Resignation, they have no patience left for “toxic” work environments. This and other quality-of-life factors are likely to intensify the labor market’s already-high turnover rates and hiring costs: LinkedIn’s September talent blog reports that worker burnout rose by nearly 9% between April and July 2021 and nearly 12% from a year ago.
What candidate retention strategies can yech businesses use to improve recruiting and candidate retention? Offering flexible remote work and prioritizing work-life balance is a strong start, along with health and wellness programs, merit-based pay plans, and career development opportunities. In fact, according to the iCIMS 2021 Workforce report, 53% of organizations say they’re already providing stipends or hiring bonuses for home office setups.
Candidate Retention Takes More Than Just “Herding Cats”
Ongoing hiring trends in tech will continue to make candidate recruitment — and retention — a real business challenge. Managers often joke that supervising bright but individualistic workers is like “herding cats,” but the reality is that any leadership role means recognizing and cultivating each employee as an individual.
With this in mind, tech brands will need to “show their value” to candidates in 2022’s highly-competitive environment. As a common example, many millennials say that they just don’t feel engaged at work. Employers can help incentivize them to take ownership of their roles by offering career development and growth opportunities. Mentoring, training in soft skills, and professional development reimbursement are great examples of supporting millennials as they grow into their careers.
Negotiating with an indifferent workforce, tech businesses will also take the initiative to “Go Social” with their recruiting. According to BetterTeam in 2021, 94% of professional recruiters use social media to network and post jobs, while 59% of employees say a company’s social media presence was part of the reason they chose their workplace. Expanding your tech brand’s social presence is especially effective for attracting millennials looking for new job opportunities on sites such as LinkedIn and Indeed.
Unfortunately, remote work will also expose brands to new vectors of potential security risks including cyber-crimes, data breaches, or identity fraud. Tech companies can help mitigate this risk by more thoroughly vetting candidates. For example, hiring managers can effectively and quickly investigate candidates by working with a trusted background screening provider to integrate identity verification directly into the hiring process. By making sure their workers are who they say they are, tech HR staff can help create a strong remote work culture built on safety and trustworthiness.
OSHA Vaccine Mandates: Where is Tech’s Solution?
In 2022, many technology businesses are also likely to face upcoming regulatory requirements around the pandemic. Specifically, the Biden administration’s OSHA (Occupational Safety and Health Administration) vaccine mandate will come into full effect at the start of next year and require employers to document Covid-19 vaccination and/or regular testing for employees.
The Biden administration mandates order private businesses with 100 or more employees to ensure their staff have been vaccinated or to wear masks indoors and submit to regular testing by January 10, 2022. While on November 12, 2021, OSHA had to suspend enforcement and implementation of its Covid-19 Vaccination and Testing ETS (Emergency Temporary Standard) mandate by court order, another federal court (the 6th Circuit Court of Appeals) has now reversed that court’s previous decision which blocked the mandate. As a result the Biden vaccine mandates have again been made the law of the land.
Naturally, tech HR teams and managers are now placed in a state of confusion regarding exactly what vaccination data they’ll need to collect from their employees in 2022 and where they’re going to store it. Born innovators, tech businesses will seek centralized tools and services to help show vaccination compliance and to help keep their workers, contractors, and customers safe.
Some providers are already offering vaccine tracking services to help technology compliance teams to document and manage their vaccination compliance for 2022. These services are typically easy to integrate and usually consist of simple software solutions including databases and status reporting tools which match PII (personal identifiable information) like first/last name and DOB (date of birth). With these customizable solutions, HR teams will be able to quickly pull vaccine collection results, establish that all vaccination documentation has been attached, and display the data using standard reporting.
Waging — and Winning — the Talent War and More
Facing rapidly-evolving trends reaching into 2022, tech companies and HR departments will continue to encounter considerable obstacles to attracting and keeping millennial workers. However, they can survive and even thrive in the talent war by investigating and adopting technological solutions to recruit talent, track compliance, and prove added value to 2022’s workforce.
Sterling is not a law firm. This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.
https://www.sterlingrisq.com/wp-content/uploads/2022/02/2022-Tech-Trends-Impact-the-Great-Resignation.jpg461832Gilbert Colobaneahttps://www.sterlingrisq.com/wp-content/uploads/2019/04/sterling-risq-logo-1.pngGilbert Colobanea2022-02-08 00:00:292022-03-24 11:30:072022 Tech Trends Impact the Great Resignation, Talent War, and More
It’s often hard for HR compliance teams to find the time to keep current on upcoming background screening trends. How can you spot major regulatory issues early enough and put plans in place to overcome major compliance challenges? With this in mind, Sterling produced an end-of-year compliance webinar on December 16, 2021, “Background Screening Trends in 2022: Key Trends to Know,” now available on-demand. This insightful discussion featured Angela Preston, Sterling’s Senior VP and Counsel for Corporate Ethics & Compliance, and Chris Christian, Director of Compliance at Sterling. Together they pinpointed evolving 2022 trends in background screening, including fair chance/ban-the-box, new state privacy laws, and Covid-19 testing and vaccine mandates. Uncover the 2022 trends they showcased and learn actionable ways to help keep your business compliant while promoting trust and safety in your workplace.
Hosted and moderated by Sterling’s Social Media Manager, Katelyn Brower, the webinar quickly started off as Katelyn polled attendees, asking if they feel confident in their background screening compliance processes going into 2022. The result? Most of our audience (72%) said yes, while over a quarter (28%) said no. After seeing proof of the audience’s need for more insights into HR compliance, Katelyn introduced our panelists, who quickly began to explore 2022’s major background screening trends, outlined below.
Fair Chance/Ban-the-Box Laws
In the United States, shifts in societal and criminal justice perspectives have led to new laws and provisions affecting criminal background screening. That’s why Chris Christian began the webinar by discussing emerging ban-the-box laws prohibiting employers from asking about criminal history during the hiring process. “That’s why today’s job applications can only focus on job application questions. Along with this we’ve also seen the EEOC (Equal Employment Opportunity Commission) enforcement guidance for a consideration of criminal history records and employment decisions, which recommended that employers conduct an individualized assessment to determine what, if any, criminal history can be legally related to the job. Since then, we’ve seen a variety of different models of fair chance laws emerge.”
Chris outlined that, from a 2022 trend standpoint, the latest compliance trend in this area is that some state and local jurisdictions are layering in their own unique requirements by requiring specific steps in the screening process. However, this is making these laws much more complex for employers trying to stay in compliance.
Chris expanded on this topic: “There’s an additional trend here that we’re seeing: jurisdictions are expanding their existing laws and imposing new, more stringent requirements than the original version of the law. There are about 35 states and many cities and counties that have already adopted some variation of fair chance. Private employers are already being affected by these (and many other) ban-the-box laws. The first one we’ve noted is the move toward more advanced EEOC- style individualized assessments, basically requiring additional individual assessment factors to consider, or different than what the EEOC has published. Another trend here is the introduction of specific forms and notices, such as Los Angeles and New York City. They have prescribed specific forms which need to be implemented into the employer’s screening process.”
Chris also covered another example, adverse action, which includes notice content and timing. For example, there’s additional or different information from the FCRA (Fair Credit Reporting Act) as far as content in adverse action notices (both pre- and final notice) and also regarding timing. “Requirements between the pre-notice and the final notice setting, for example, specific time frames, give the consumer time between the first and the second notice. Another trend that we’re seeing here is these laws are basically specifying timing for when screening may occur after an interview or an unconditional offer of employment.”
Chris concluded with the takeaways for 2022’s fair chance/ban-the-box compliance trends:
Closely examine and review your background screening processes and policies in light of these and other new laws.
Reassess any screening procedures you’ve put in place in your jurisdiction at the time the original laws were introduced. Consult with legal counsel about your processes in your jurisdictions if they’re applicable to your hiring locations.
Angela Preston added that even if you don’t have a physical location in one of these jurisdictions, the new trend around remote work means that you need to take into account whether or not you have remote employees who work from these jurisdictions, because often the law will also apply to those employees. “Actions may be covered under these state or local provisions which are specific to a jurisdiction or a geographic area, so these trends are now overlapping to create new challenges for employers, especially if you are conducting enterprise hiring on a national level and have to take into account different jurisdictional considerations.”
State Privacy Laws
Privacy is on everyone’s mind in recent years, including critical issues arising from the use of Facebook metadata, PII (personally identifiable information) data leaks, and the government’s response to these issues. Chris began his look at this topic by explaining that historically, the US has operated under a patchwork made up of a few state and federal sector-specific compliance rule laws. A common example is HIPAA (Health Insurance Portability and Accountability Act) as it applies to TPAs (Third-Party Administrators). However, the US has never had a single federal comprehensive privacy law.
Chris continued, “Right now at the state level, there’s momentum for comprehensive privacy bills, and it’s now at an all-time high after the CCPA (California Consumer Privacy Act), which was passed in 2018. Since then we’ve seen multiple states propose similar legislation created to protect consumers. The bottom line that employers need to understand is that consumers are becoming more aware of their privacy rights and states are looking to address those concerns in the law.”
Chris pointed to three states which have currently passed comprehensive privacy laws: California, Colorado, and Virginia. From these new laws, two different trends have emerged:
The California model (the CCPA) has been described as a model resembling the EU’s GDPR (General Data Protection Regulation), which has been mainly focused on HR data.
The Colorado and Virginia models are more typical models of the state privacy laws we’re seeing develop.
Meanwhile, currently-proposed bills from other states, which are more comprehensive, focus on privacy rights outside of just HR data.
From a legislative activity standpoint, we’ve seen over 30 states introduce some sort of comprehensive privacy laws in 2021. Most of those laws failed, while others are still being considered as of early 2022 but are also likely to fail. However, since more than half the country has proposed some kind of privacy law, we see privacy as being a trending topic. We’ll probably see more states proposing their own laws in 2022.
Chris continued, “Moving on to another privacy trend in the laws that we’re seeing proposed, there are two distinct components, consumer rights and business obligations, built into these laws. When we talk about consumer rights, we’re talking about the right to access and the right to correction, i.e. to delete information. Currently we’re seeing restrictions on the use of private information, and that businesses are now required to provide notice requirements when consumers opt out of their personal information being used.”
Chris was quick to point out that, regarding opt-in age requirements and purpose limitations, the FCC is restraining activities which are generally exempted in these laws. Again, while there’s no comprehensive federal privacy law yet, there is bipartisan support for data privacy regulation. However, there exists wide disagreement around how to implement it all, which so far has prevented Congress from actually creating a federal law. We believe that as more states like California, Colorado, and Virginia pass comprehensive privacy laws, it’s likely that those state models will prompt a comprehensive federal law in the future.
What are the takeaways for HR managers concerning privacy laws? While you should continue to monitor your state’s privacy laws, you should also stay aware of any activities outside of the FCRA that may trigger these laws. For example let’s say your organization is undertaking a project that you believe is training-related but is actually ancillary. If it’s not covered on the FCRA, and it’s not actually background screening activity, you might want to have a look at those laws and see if that activity is now being affected by the law. As always, consult with counsel.
Covid-19 Testing and Vaccine Mandates
The last couple of years of the pandemic have ushered in a new era presenting many challenges for the world, the US, and the workplace, including new compliance challenges. Angela Preston outlined compliance strategies focusing on Covid-19 testing and vaccine mandates, stating, “By now we all know that the Biden administration has been very bullish on vaccine mandates, which will impact your onboarding process and your day-to-day operations for workplace safety. In fact, as of December 2021, the court order blocking the OSHA vaccine mandate for private employers with 100 or more employees has been overturned in federal court.”
Angela continued, “The first thing that HR teams must keep in mind is that it’s up to organizations themselves to figure out whether or not there is a mandate that applies to you, whether it be state or federal. In addition to the large employer mandate, the Biden administration also has mandates in place for federal government employees and the military.”
There is also a healthcare worker vaccine mandate that’s recently been blocked in federal court. But state or even local mandates may apply to your business: some states have their own Covid-19 mandates, so it’s important to speak with counsel about this issue. For example, New York State does have a healthcare worker vaccine mandate. One thing to keep in mind is that with the mandates come additional potential testing requirements and logging of vaccine information. These are all relevant whether you’re an employer who is subject to a mandate, or if you simply want to have a policy to support vaccination for safety purposes and protecting your workplace.
Angela also explained that as part of their compliance efforts, HR teams will also need to collect and document employee vaccination status. Additionally, federal law and EEO law does require reasonable accommodation for employees based on religious or disability reasons. These accommodations can be invoked by your employees.
All of this highlights the need for systems and methods for collecting vaccination information, and in the alternative, to offer and implement testing programs for those who can’t be vaccinated.
Angela continued, “OSHA has described what type of testing is acceptable for the large employer mandate. If you know that you have employees who need to enter your workplace who are unable or unwilling to be vaccinated, you need to make sure you understand what tests are going to be acceptable to administer, as well as the testing protocols and routines that are required by the particular mandate, whether it be OSHA or a state-specific mandate. Some of these state-specific laws may also require you to reimburse or cover the costs, while the federal large employee testing provisions do not require employers to cover the cost of testing.”
Angela’s takeaways include:
Make sure to consult with your counsel on the applicability of vaccine mandates to your business and to your return-to-work policies.
Be aware that the federal mandate’s need for reasonable accommodation and its documentation requirements are quite extensive.
Consider state laws that may require compensation for time off, enough for actually obtaining the vaccine and/or for testing.
Ensure that your testing protocols are in compliance with the mandates.
Start planning now with your policies and procedures in order to get buttoned-up in this safety-critical area.
Marijuana Drug Laws: Defining Legalization and Decriminalization
Marijuana drug laws are another difficult compliance area which many employers (and employees) are uncertain about. Our panelists took some time to clear up some of the confusion surrounding compliance issues focusing on these laws.
Angela noted the importance of defining “decriminalization” and “legalization.” “Legalization” means that it’s legal to buy a substance and to use it. “Decriminalization” means that the penalties have changed from being a criminal penalty to just a fine or a civil offense.
We’re seeing a trend of marijuana legalization in 18 states and two territories including the District of Columbia. 27 states have also decriminalized small amounts of cannabis for recreational use. We also see a trend with different jurisdictions passing laws prohibiting employers from performing drug testing.
If you employ workers who are in safety-sensitive positions and if you have a drug screening program, you need to think about it first in terms of those safety-sensitive positions. For example, this means finding out whether or not your jurisdiction has decriminalized marijuana, or in fact has prohibited drug testing altogether.
Going into 2022 we’re also seeing a trend at the employment level to remove marijuana from a testing panel, unless it’s required. But for many employers, drug testing is still required.
Marijuana is a federally-controlled substance and should be thought about in that light. Bear in mind there may be different jurisdictions where different laws are going to apply depending on where you’re hiring, where your employees are, and where your workers are going to be.
The risk of not testing can potentially expose your business to negligent hiring or retention claims: for example if you are engaging with vulnerable populations and operating motor vehicles. You absolutely need to account beforehand for these and other factors.
Part of the problem with marijuana is that there is no legal standard for impairment. Without a pre-defined level of impairment, it can be challenging even at the workplace for testing to determine: is this person impaired or not impaired? This is difficult to measure for marijuana, unlike with alcohol, which has long-established legal levels of impairment.
Therefore, our drug-testing takeaway is that there are multiple jurisdictions for drug laws, so employers need to consider whether they want to have multiple policies by jurisdiction or whether they want to adopt a universal drug policy. You can also consider dropping pre-hire testing unless it’s needed under state or federal law. Also be aware that you still have a right to require drug tests for candidates and employees unless there is a specific prohibition in your jurisdiction. We work with clients to try to develop customized programs for their specific needs.
Q&A
Angela and Chris also touched on background screening trends relating to salary and credit history, remote work, the gig economy and social media. During our webinar Q&A they also fielded questions from the audience:
Q: Is it prohibited to test for marijuana across the entire state of New York, or just in New York City?
A: Marijuana restrictions have recently been extended to all of New York State. Consult with your counsel on prohibited activity.
Q: Are employers still required to do CRA adverse action in places that have banned the box and fair chance laws?
A: Yes, as a general answer. However, employers need to know if those fair chance laws have some kind of extra requirement that might be in addition to the FCRA or a little different. For example, Illinois was one of the examples we covered, but overall you have to comply to the FCRA and then layer in the state or local law.
Q: Can companies still perform drug testing in jurisdictions which have decriminalized marijuana?
A: Yes, but this really requires that you create a custom compliance program. Depending on where you’re hiring, you absolutely can still do drug testing and screening, but you may need to closely examine the drug laws in the jurisdiction where your employees are and where they’re going to be working.
Q: Do background check laws apply to gig and remote workers too?
A: There are some jurisdictions that carve out or have special laws that apply specifically to the gig sector and remote workers. For example, there are some laws applying to transportation network companies involving drivers and how far back you can look into someone’s criminal history, but generally the same laws that apply for background screening also apply to gig and remote work. The FCRA has a very broad definition of employment that typically will encompass gig workers and contract workers, even if they’re not considered a traditional W2-type employee. Existing consumer protections are extended to those different types of workers.
What’s the key takeaway for HR compliance teams for 2022? Again and again, our panelists cautioned HR teams to avoid having a “set it and forget it” mentality when it comes to compliance. Each state and jurisdiction may differ in its laws, so you should consult with your counsel while keeping current on existing and pending regulations as they evolve throughout the year. It’s the surest way to help promote trust and safety in your workplace throughout 2022.
Sterling is not a law firm. This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.
https://www.sterlingrisq.com/wp-content/uploads/2022/02/What-Does-Your-Compliance-Team-Need-to-Know-in-2022.jpg461832Gilbert Colobaneahttps://www.sterlingrisq.com/wp-content/uploads/2019/04/sterling-risq-logo-1.pngGilbert Colobanea2022-02-04 00:00:402022-03-24 11:30:18What Does Your Compliance Team Need to Know in 2022?
The level of employee engagement could determine your organization’s success this year.
Whether employees are together all the time, some of the time or none of the time, HR needs to keep them engaged. That’s because engaged employees do more than like their work and workplace. They care about both things, plus their co-workers and team performance.
That spells success for any organization.
But only about 35% of employees say they’re engaged, according to research from Gallup.
Naturally, HR leaders and front-line managers want to increase that number. When employees care, they’re more productive, create higher quality work and are loyal to their employer, Gallup researchers also found. So here are five ways to increase employee engagement in 2022.
Set better goals
Have managers work with employees to set goals so they can determine feasibility, bottlenecks and deadlines
Align employee’s professional goals to organizational goals so they have personal interest in overall success
Establish clear expectations around processes, time lines, feedback, rewards for execution and consequences for fails, and
Require regular goal monitoring, progress reports and coaching, as needed.
Show the love
Companies and leadership will want to show a new level of care to keep employees engaged this year.
“What we’re seeing is that care is rising to the forefront and becoming the center of decision-making, reducing burnout and boosting happiness at work,” said Mark Lobosco, VP of Talent Solutions at LinkedIn.
In fact, employees who feel they’re cared about at work are three times more likely to be happy working for their company, LinkedIn research found.
“This means that managers will need to continue to adapt their styles and build soft skills to attract and retain talent in the future of work,” said Lobosco.
And many managers may need some refresher training on soft skills after not working side-by-side with employees for nearly two years. A few tips:
Show some vulnerability. Leaders who share struggles give employees a comfortable space to open up and feel like their emotions matter, too. But beware: There’s a line between showing vulnerability and complaining or condescending. You don’t want to make your struggle bigger than employees’ struggles. And you don’t want to take a “you have to toughen up” approach. Say what’s wrong and why. For instance, “I’m stuck on a problem, and I feel frustrated and stressed.”
Talk, connect intentionally. When you talk informally with employees, be fully present: Put aside screens, ignore alerts and listen closely. For formal one-on-ones, note priorities and key questions you want to ask before you meet.
Re-think well-being
HR pros and company leaders have discussed, and we’ve covered, mental well-being more than ever since the pandemic started.
Now that it’s an important topic – if not “the” topic – HR will want to be far more proactive about overall well-being to improve employee engagement.
One key, Perlman said: “Work-life integration,” which used to be called work-life balance. Now we need to re-imagine what it can be, he said.
How can HR do that? First, recognize the scale tips toward life one day and work the next day. That’s why it’s about integration – bringing them closer together rather than drawing a line between work and life. Very seldom is there an even balance nowadays.
That’s why flexibility is a critical element to employee engagement. Even if hybrid or remote work – which offer the most flexibility – don’t work for your culture, you can weave more flexibility into employees’ experiences. Give front-line managers tools and authority to bend schedules when employees must tend to other demands.
Train managers to intervene
Beyond giving front-line managers tools and power to build engagement, train them to step in with tact and grace.
Employees are busier than ever and overwhelmed. Fewer people were tasked with more work when colleagues quit, were laid off or chose not to come back to on-site work.
A yoga class or meditation session can’t fix that kind of pressure. But managers who know when to talk to employees about important subjects can.
Kelly found employees whose managers were trained to check in on personal and professional well-being were significantly less burned out and stressed. The training also helped those managers understand how to be more flexible. So the employees were also 40% less likely to quit than their colleagues whose managers didn’t know how to help.
Another elixir: well-being workshops. Employees could talk about what stressed them, discover common stressors in the workplace and then work together to find superfluous practices and policies to let go.
The key is to train hands-on managers to recognize early signs of burnout and how to intervene.
You’ll want to continue – or ramp up – culture initiatives. Send a regular cadence of messages, including reminders of your values, where they came from and why they’re important.
In addition, work to build or improve a culture of collaboration. Create opportunities for employees to work across job functions and with different groups. “In this day and age, we are lucky enough to have technological advancements that can enable us to communicate and connect in unique ways,” said Schnee. “Using these tools to interact with different people across your organization can create a sense of togetherness and help people feel more connected to your mission and values.”
This article was originally published in HRMorning.
Sterling is not a law firm. This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.
https://www.sterlingrisq.com/wp-content/uploads/2022/01/How-Employee-Engagement-Will-Make-–-or-Break-–-Companies-Now-1.jpg461832Gilbert Colobaneahttps://www.sterlingrisq.com/wp-content/uploads/2019/04/sterling-risq-logo-1.pngGilbert Colobanea2022-01-31 00:00:302022-01-28 16:58:14How Employee Engagement Will Make – or Break – Companies Now