Canadian HR Reporter is the national journal of human resource management. It features the latest workplace news, HR best practices, employment law commentary and tools and tips for employers to get the most out of their workforce.
Issue link: https://digital.hrreporter.com/i/1346798
28 www.hrreporter.com S P O N S O R E D I had to pick one trend that accelerated dramatically during COVID-19, it would be remote work and, subsequently, remote hiring. The pandemic has challenged the stigma associated with remote work and broken barriers even with the most conservative C-suite executives. And it hasn't slowed down. According to Labour Force Survey data released by Statistics Canada, working from home continues to increase, with October numbers growing by 150,000. With remote work, remote hiring has become its natural companion. Prior to COVID-19, hiring was very much an in-person activity. These days, safety remains a top priority, and adapting new processes is necessary to continue toward positive trends, including establishing new practices for remote hiring says Conor McKee of Sterling Backcheck REMOTE HIRING NOW AND IN THE FUTURE BACKG ROUND SCREENING IF Best practices for remote hiring Here are a few best practices to consider. Background screening: While many things are changing, the need to perform thorough background checks has not. Whether you are hiring new employees or bringing back those who have been furloughed, it's important to make sure that their employment and potential criminal record history still aligns with your hiring policies. Technology: It's safe to say that technology is one of the key components that makes remote hiring a success, including technology integration. Organizations use various systems to simplify hiring, and making sure that these systems talk to each other helps boost accuracy and ease of use, resulting in time savings. For example, ATS (applicant tracking system) integration with a background screening provider creates a smoother remote hiring and onboarding experience for recruiters and applicants alike. It affords consistency from the start of an application process to the employee's first day on the job, regardless of location. ID verification: The foundation of any thorough background screening is identity verification. Did you know that an incorrect candidate name or date of birth can impact the results of a background check? Whether it is purposeful fraud or Overcoming the adversity of COVID-19 The pandemic has given us a glimpse into the future. It's driven us to rethink old ways of doing business and to recognize that it's time to adapt modern approaches to hiring, onboarding and employing our most treasured assets. Prior to COVID-19, hiring was very much an in-person activity. It allowed the hiring manager to have an in-depth conversation with the candidate, while allowing the candidate to get a feel for the role as well as the potential work environment. W h i l e h i r i n g s l o w e d d o w n dramatically in 2020, Canadians are now returning to work and hiring is picking up again. Although the unemployment rate increased overall in 2020, Statistics Canada is projecting a drop in 2021, a positive move forward. But this doesn't mean we can go back to the same routines that we once had. Safety remains a top priority, and adapting new processes is necessary to continue toward positive trends, including establishing new practices for remote hiring.