Are Your Talent Screening Technique’s Out of Date? Here’s What to Do

August 17th, 2017

There is so much changing about the job market today. And many companies simply aren’t prepared for the new trends or technologies available for hire. You may be using outdated techniques for screening or vetting the talent before making a job offer. It’s important that you make the right decisions for pre-screening candidates across the board, so we’re here to help. Let’s take a look at some of the current trends.

Ban the box.

Employment laws referred to as “Ban the Box” encourage employers to hold off on asking an applicant about a potential criminal background. This is spreading and will become normal in employment over the next few years. The idea is that basing hiring criteria on a check box prevents valuable contributors from re-entering the workforce. This doesn’t mean that background checks aren’t run, but they may be run much later in the process.

Contingent employees.

Since the economic recovery began, more and more people are working on a project-basis rather than pursuing full time, permanent jobs. This gig economy means that companies are working more with short term or freelance workers than ever before. But what does that mean for your employment screening process? The important part is to keep your process consistent for all employees, traditional and contingent alike.

Continuous screening.

Another trend that is picking up steam is the idea of continuous screening. Make sure the consent form you use when hiring new employees is explicit about the company’s policies on continuous screening. You also need to make sure that you’re continuous screening process is in compliance with the EEOC.

Social media.

Many employers are curious about the role of social media when it comes to screening. It can be so easy to plug someone’s name into Google and read the corresponding social sites that return. But it is important to keep some things in mind if you do this, you may run into illegal or uncertain situations. If you’re not an expert in employment law, you may want to hire a third party company to include social media searches.

Unconscious bias.

You also need to ensure that you’re not allowing your unconscious bias to influence how you hire or what actions you take in the workplace. Unconscious bias can inform your decisions even when you are actively trying to avoid discriminatory behaviors. You may prefer to hire someone who has a similar background to yourself, but this may leave out perfectly qualified candidates.

Work with a recruiter.

There is a lot to be concerned with when it comes to screening potential employees. There are many moving pieces that are governed by different laws and employment regulations. By working with a recruiter, you can allow them to use their expertise to ensure the proper checks are run and the information isn’t being used incorrectly to inform your hiring decision.

Work With a Top Staffing Agency in Pasadena TX

Do you want to partner with a staffing provider who can help navigate the candidate vetting process? Contact Meador Staffing today to work with a top staffing agency in Pasadena TX to learn more!

 

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