Month: February 2022

There’s a lot more to consider before hiring someone for a specific job. Traditionally, the employers rely on the pre-employed person’s curriculum vitae (CV) that consists of their education, work experiences and skills, then the candidates are assessed during the interview. By doing this, it could be difficult for the employers to determine if a candidate will be successful in their position or not.

There is a high cost when a company employs incompetent people. The employers must also consider a pre-employed person’s personality and background history. Their personalities are often predictors of what their job performance will be like. Assessing a candidate’s skills and behavior in certain work environments will enable the employers to know whether they are suitable for the certain job position they are applying for, as well as the culture of the people working in the company.

With the help of technology, background screening has become more accurate and easier to do, which is why most employers rely on background screening before hiring a new employee. There are also different Personality Assessments similar to background screening that companies use for hiring their employees. This kind of assessment helps the employers identify the pre-employed person’s traits, behavior and performance which will give them the idea of what the person will be like in the workplace. Personality assessments are able to identify a person’s leadership skills, sociability, confidence and other traits that are needed for working in the company. 

Here are the top reasons why thoroughly screening and assessing a Candidate is one of the most important steps in hiring:

• Reduces incidence of bad hires hence decreasing the high cost ratio of mishires
• Reduces hiring turnaround time significantly 
• Helps you better understand the talent landscape
• Indirectly reduces attrition by enabling good job fit
• Increases the hiring maturity and acumen of your HR team
• Provides realistic data and intel of the external and internal talent pool
• May help predict and benchmark behavior 

Background Screening and Personality Assessments are also used to identify what position/s fit best for the pre-employed person. Employees who aren’t able to pass a company’s background screening and assessment process will not be able to fit the company’s standards and most of all underperform or cause liabilities to it’s operations in the long run. This is why it is important for companies to consider personality assessments and proper background screening since this will help the employers and the company hire the right people in the right positions.

P.S.

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Every year, the field of human resources introduces new concepts, methods, and best practices. Human resources professionals must stay on top of the latest trends if they want to remain competitive. When it comes to learning and retaining information, we tend to overlook the value of books because we’re preoccupied with technology. A small investment can have a big impact on your outlook and open the door to new ideas.

HR books are an excellent resource for learning the ins and outs of HR at a fraction of the cost of more formal HR training courses. One of the best ways to improve your skills is by reading a book, which consumes a lot of research in a short period of time. 

We’ve compiled a list of ten HR books you should add to your library this 2022.

1. Belonging At Work: Cultivate an Inclusive Organization by Rhodes Perry

This book focuses on influencing workplace culture and assisting leaders in creating more inclusive workplaces. This book teaches HR leaders how to cultivate a work environment in which the employees feel appreciated and respected for the contributions they make to the organization.

2. Work Rules!: Insights from Inside Google That Will Help You Live and Lead by Laszlo Bock

In this book, you’ll learn how Google organizes and manages its workforce. It offers HR professionals a road map for improving their own groups and following in the footsteps of Google’s achievements.

3. Fundamentals of HR Analytics: A Manual on Becoming HR Analytical by Fermin Diez, Mark Bussin, and Venessa Lee

For any HR professional who wants to learn more about data analytics, this book is a great starting point for their education. By reading this, you’ll learn about data-analytic practices such as thinking about data as a set of facts, storing and retrieving that data, creating descriptive and predictive models, utilizing HR analytics and tools in the workplace and analyzing hiring, training, and turnover.

4. Talent Keepers: How Top Leaders Engage and Retain Their Best Performers by Christopher Mulligan and Craig Taylor

An excellent resource for managers who are looking to increase employee satisfaction and loyalty.  It offers ideas for motivating your employees and retaining those who are already contributing greatly to the company’s success. 

5. HR on Purpose: Developing Deliberate People Passion by Steve Browne

Steve Browne, a seasoned HR professional, hopes to inspire others to approach their work in a fresh way through this book. Using real-world examples, it offers a fresh perspective on HR and reignites your enthusiasm for the field.

6. Bring Your Human to Work by Erica Keswin

According to Erica Keswin, HR leaders should take a humanist approach to leading their teams by forming relationships with their employees and giving consideration to the impact people have on one another through their words and deeds. In this book, Starbucks and Lyft’s HR practices are examined.

7. Unleashing Capacity: The Hidden Human Resources by Rita Trehan

For HR professionals at all levels, Trehan’s book is an easy-to-read guide to advancing their careers. Lessons learned from Unleashing Capacity can be applied to each reader’s specific situation, allowing for a more personalized experience.

8. Rituals for Work: 50 Ways to Create Engagement, Shared Purpose, and a Culture that Can Adapt to Change by Kursat Ozenc and Margaret Hagan

Rituals in the Workplace offers some newer HR knowledge about rituals and how the workplace can benefit from them. It aids in HR efforts to build stronger teams, achieve company goals, and create a more cohesive company culture.

9. The Conflict Resolution Phrase Book by Barbara Mitchell

Any HR professional will have had to put out a few workplace fires in their time. In order to deal with difficult conversations, you’ll need this book’s tips and tricks as  it can serve as a guide for resolving conflict.

10. Generation Z: A Century in the Making by Corey Seemiller and Meghan Grace

As a way to better understand how this new generation enters the business world, Generation Z examines various aspects of this younger generation’s lives, from their career aspirations to their social concerns. In this book, you’ll learn how to manage and lead Gen Z employees effectively.

In 2022, HR professionals will need to learn a slew of new skills. These ten books are only the tip of the iceberg. To advance your professional development, think about the specific challenges your company is facing or the specific skill sets you’d like to acquire that are fit for the purpose of the business.

*Make 2022 a great year by setting the New Year’s resolution of learning new skills and knowledge about cybersecurity and data privacy with this free online course!

A data breach at a large company could cost you millions of dollars and put the entire business at risk.

Taking advantage of this free online course could save you a lot of time and money in the long run by investing in cybersecurity awareness training for your entire team.

So head over to the link below and click “order” now to access the certificate course for FREE!

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