Top Body Language Vlogs to help you become a better interviewer

Studies have shown that communication is heavily dependent on body language and speech tones. More specifically, 55% of the signs people receive while interacting with others are non-verbal, 38% relate to voice tone, and only 7% pertaining to the particular words they use or hear. The quality of a conversation is heavily influenced by the nonverbal signals people both send and receive.

Interviews are an excellent opportunity for employers to educate potential hires about their company and position, therefore it’s critical that interviewers communicate effectively with their prospects. With the right preparation, a job interview would go smoothly and result to a positive relationship between the candidate and the company

To understand body language more as an interviewer, here are 5 vlogs human resources officers or recruiters must watch:

  1. Mark Bowden (https://www.youtube.com/user/MarkBowden1/videos)

As one of the world’s greatest experts on nonverbal communication, Mark Bowden is internationally regarded. In each of the previous three years, he has been elected the world’s top Body Language Professional. Internationally sought-after keynote speaker, Mark teaches groups and people how to stand out, garner trust, and establish credibility in every communication they have.

  1. Allan & Barbara Pease (https://www.youtube.com/user/peaseinternational/videos)

Authors Barbara and Allan Pease are among the world’s foremost experts in the fields of body language, interpersonal communication, and relationship building. Their products inspire people and businesses around the world.

  1. Patti Wood (https://www.youtube.com/user/bodylanguageexpert/videos

The Washington Post has dubbed Patti Wood “the Babe Ruth of Body Language” and the New York Times has praised her for bringing attention to the importance of body language.

  1. The Behavior Panel (https://www.youtube.com/c/TheBehaviorPanel/videos

Chase Hughes, Mark Bowden, and Greg Hartley are four of the world’s foremost authorities on nonverbal cues and nonverbal cues in general communication. The Behavior Panel is a group of people that work together to study body language and human behavior in public interest videos. They are a non-partisan team of communication, body language, deception detection, interrogation, and resistance to questioning experts that want to educate and entertain you.

  1. Scott Rouse (https://www.youtube.com/user/ScottRouse3/videos

Scott Rouse is a body language and behavior analyzer. When it comes to the individuals they conduct business with, he helps business people develop specialized abilities that allow them to make better decisions immediately.

During an interview, the focus is on the candidates. However,  an interviewer’s body language also has a significant impact on the candidate’s experience. A candidate’s demeanor might be influenced by their interviewer’s body language during an interview. To provide a great candidate experience and a strong employer brand, an interviewer must be mindful of any conscious or subconscious body language points and mistakes made during interviews.

Making sense out of HR Tech

Technology has triggered sweeping changes across different industries these past decades. If the past 10 years is an indication, a lot of disruption has happened in the more mobile sectors like travel and even hospitality. A lot of adopters have constantly changed their features and to a point remodeled their businesses because of tech.  Like investing, business process outsourcing and advertising, tech has been the benchmark for many huge strategy and delivery modifications.

Until just recently Human Resources came late to the party. After the online recruiting boom ran the web with job sites in the 1990s, the human resources industry didn’t really witness any significant changes that niches like finance as well as advertising experienced. 

In the last couple of years though , HR has radically transformed. Arising technologies like AI (Expert System), RPA (Robotic Process Automation) and also ML (Artificial Intelligence) have actually changed essential human resources delivery across the globe. This current shift has got  everyone talking about the renaissance of sorts when it comes to HR.

 

What is HR Tech?

Just like the term itself, human resources Technology or HR technology is the application of modern technology to redefine essential human resources processes like sourcing, recruitment, employment onboarding, skills and talent  management, compliance, payroll, performance monitoring, employee engagement and self serve and so on. 

Arising technologies like AI, ML, and RPA are being used to build stronger connectivity, business intelligence, people analytics, and also automation in the human resources market. This, consequently, is transforming the method and delivery of fundamental HR features that are being performed. Additionally this evolution of sorts has also changed the objectives of the HR department. From merely doing admin and basic computing processes, HR is shifting towards a much more broad-based and strategic,  value-driven entity.

 

What are the advantages of HR Technology? 

HR Tech has actually managed to shape the future of the human resources industry in a number of essential and critical areas: 

 

Better Workforce Management:

Unplanned leave requests that are overlapping can have a major impact on company billable performance. Predictive analytics + HRIS  apps sees to it that HR teams have the ability to keep track of the availability of employees and also handle schedules as necessary. This actually helps the organization to operate at its optimal productivity throughout the financial year with very minimal to no disruption.

 

Accessibility to Crucial Information 

One of one the most important jobs of HR is to ensure that workers have access to essential information in the fastest and most compliant way possible. This creates transparency within the organization and builds an atmosphere of trust which is so important to employee productivity. Today, HR tech– from Talent Management Software Apps to AI-powered delivery chat-bots– can be utilized to distribute information in a prompt as well as meaningful way to different groups when, where and how they need it.

 

Performance Management

Human resources Technology software apps have helped  in staff turnover and retention through productivity and efficiency management. Starting from Tech-enabled appraisals, these assessments help you to save critical information concerning a staff member’s strengths, weaknesses, and also areas for improvement. AI-powered devices can utilize this information to recommend custom-made learning programs for employees based on evaluation results. This can help workers plot their career course as well as develop their skill-set in more meaningful and engaging ways.

Aside from AI capability, modern human resources Performance management platforms permit organizations to become proactive on how staff member performance is being reviewed on a continual basis. This is totally different from just doing the exercise as a yearly routine.  

Because of the sheer variety of human resources applications that organizations today have today, it is essential that they align with the existing HR community. This ensures that the platform is easy and intuitive to use. Some apps supply one-click combination abilities supplemented with chat-based UI to make everyday communication with the system as easy as chatting with your pals. These are crucial elements for ROI driven companies.

 

Cost-reduction 

HR has typically been a cost-generating division. From evaluating CVs to publishing offer letters to finishing employee on-boarding procedures, HR has conventionally called for staff to complete these repetitive jobs. With human resources Technology, these tasks have been automated to a huge extent. 

This implies that a great deal of staff member man-hours are currently cut as well as can be diverted towards even more value adding tasks. This consists of focusing on employee engagement, building company culture, and also concentrating on activities that decrease attrition. 

 

Proper and Secure Documentation

Human resources tech can curate important worker details but also keeps it secure in a systematized, cloud-based directory. This not only ensures that the data is accessible 24 × 7 but it additionally makes certain that the data is secure also in case of emergency situations such as  catastrophes or a fire. Having all the information stored in cloud-based web servers can be quickly retrievable. This ensures that the documentation is decreased. You can now share, access and modify old documents, handbooks, as well as training handbooks at the click of a button. 

Modern HR software programs also allow you to store all the employee data in one secure location. This can also be protected with level passwords, adding that extra layer of security and additionally preserving worker privacy. Human resources software programs today additionally permits you to produce accessibility controls for this information, making it easily accessible only to those in the organization who require to see it. 

 

Where is HR being applied? 

Almost 56% of regular “hire-to-retire” jobs can be automated making use of the innovations that are currently in play. At the same time, emerging technologies are likewise being utilized to broaden the duty of HR as well as to straighten it in the direction of productivity and also worker engagement. Right here are a few of the top applications of HR Technology today: 

 

Smart Employment 

Technologies like AI are playing a huge role in assisting HR teams source, background screening as well as employ leading talent. The usage instances for AI in employment are unlimited. There are HR software applications that make use of AI to understand employee skill sets and also determine fit from video clip interviews. After that they make use of AI-based gamified analysis to evaluate prospects. There’s also using AI-based chat-bots RPA to simplify the screening process– whether it’s organizing meetings or answering common inquiries. These improvements likewise work on enhancing the candidate experience throughout the whole process.

 

Automation of Recurring Tasks

Technologies like ML as well as AI are being utilized to automate recurring jobs in human resources to make sure that groups can concentrate their effort on more strategic tasks such as talent management as well as employee engagement. Repeated tasks consist of information collection, compliance procedures, on-boarding, and so forth. 

 

Employee Engagement

Employee Engagement apps are being used in order to monitor staff member engagement. Analytics assist HR employees evaluate employee engagement movement and data to identify exactly where the concerns are. Not just staff member concerns, issues and rewards, there are platforms that can take a look at employee communication channels to secure important insights around worker fulfillment. This enables them to take corrective actions promptly; which consequently helps them stay clear of unneeded attrition.  

 

Worker Growth

Businesses across the board are making use of AI-based coaching tools that recognize an employee’s objectives, strengths, and also weak points thoroughly before suggesting tailored knowing tools. This guarantees that organizations are able to offer every employee the best resources for their development. It likewise prevents wastefulness of training that workers will certainly never make use of.

 

The Human Resources industry is a complex network of individuals, companies and industries. The HR landscape has been evolving rapidly because new technologies have made people’s lives more efficient and easier. These technological changes also allow organizations to find employees in other countries at lower costs than before. As such, the dynamics of human resource management can be quite different now from what they were 10 years ago. HR professionals are now expected to be more technologically savvy than ever. They need to know how the latest tools and innovations can help them in their jobs, what’s coming down the pipeline for HR, and so much more. It is a challenging road ahead for HR because technology has penetrated into every aspect of our lives—including human resources!

 

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2022 Updated Benefits of thorough Candidate Screening and Assessments

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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Human Resources (HR): 10 Must-Read Books for 2022

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.

  1. 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.

  1. 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.

  1. 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. 

  1. 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.

  1. 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.

  1. 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.

  1. 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.

  1. 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.

  1. 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.

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WFH is not going away soon, here’s why

Even though working from home is not a new concept, it took a worldwide pandemic to make remote work the default option for those who are capable of doing so. In light of the pandemic, everyone was given an opportunity to reevaluate how to do business and according to a McKinsey & Co. survey, fifty percent of workers say they don’t want to return to the office full time after working from home in March 2020.

Covid-19 has helped change the perception of working from home as something that is only temporary and fleeting in nature. Instead, employers now see it as a long-term trend that will only continue to grow in the coming years. 

The following are some of the reasons why wfh will be around for a long time:

  1. Increased productivity and better focus

There is growing interest in hybrid virtual models that combine time spent working remotely with time spent in the office as organizations prepare for the post pandemic future. This sensible decision is the result of the pandemic’s positive impact on productivity.

Employees who participated in a McKinsey consumer survey in May indicated that working remotely was a more productive option. From April to May, the number of people who said they worked more productively went up by 45 percent as a result of their experience working remotely during the pandemic.

  1. Flexibility

By eliminating the need to be physically co-located with coworkers, WFH increases employee autonomy and productivity by allowing them to work independently and on their own schedules, all while saving time spent commuting. In order to achieve the hybrid model, employers take advantage of the best of both worlds by designating certain types of tasks for home and others for the office and benefiting from the advantages of focused productivity from remote work and collaboration from in-person work. Tasks that require employees to avoid distractions are better suited to the workplace, while those that require creativity are better suited to the home, where they have more freedom to explore their own ideas.

  1. Surge in market competition

With more and more people choosing to work from home, the labor market is increasing. About 800 percent more people applied for remote project and program management positions; accounting and finance positions increased by 750 percent; and HR and legal positions increased by nearly 550 percent. HR departments now have to evolve quickly and accelerate their ability to be much more efficient in the hiring process. 

  1. Improvement in diversity

There is a need to retain the very best talent, and those are humans from all walks of life, who live in all sorts of different places. It is established that teams with a wide range of backgrounds are more productive. As a result, their decisions are more sound. It is easier for them to represent their customers. All of the things that make healthier organizations are fueled by a diverse workforce. 

  1. Progress in tech

It doesn’t matter what paradigms or platforms companies use, digital-first business models will be permanent in the coming years. Because of this, employers are quickly investing in technology and raising the bar on their strategy for how they are to participate and collaborate in the digital era. This then also influences employees to hone their discovery and experimentation skills to the next level.

There is no doubt that remote work is here to stay, but the real question is just how much of it will. Let’s hope that employers take the evidence into consideration and keep at least 60% to 80% of their work at home. Investment in digital infrastructure and the release of office space, as well as a structural transformation of cities, food services, commercial real estate and retail, will be necessary to achieve this. Having employees work outside the office necessitates a major overhaul of many business processes and policies, however, this is a risk that employers are willing to take to advance into the digital future.

Healthcare Improvement in the HR practice for 2022

In the wake of the COVID-19 pandemic, the health and well-being of employees became more critical than ever. According to a survey by Artemis, benefits leaders who prioritize employee health as a top priority have increased from 2019 to 2020. At 61%, health and wellness was cited as the most important benefit goal for 2020, up from just 36% in 2019. 

To help keep employees healthy and safe, employers and HR leaders, who are often viewed as the gatekeepers of employee health, have implemented new strategies and benefits. 

  1. Flexible benefits to focus on healthcare management

Increasingly, flexible benefits plans are being used to satisfy workers’ desire for choice in areas such as healthcare coverage, insurance, and vacation days. This is most beneficial for healthcare availments which employees can customize in accordance with their own needs and contexts. 

  1. Hybrid work policies

In order to ensure that every employee receives the care they need and deserve, HR teams will need to offer flexible benefits that can be tailored to their location, be it onsite or from their homes. In order to alleviate these issues, decision-makers should work together to develop a hybrid work policy that outlines the eligibility criteria and what the expectations of a hybrid employee are, including how many hours they are expected to work per day, whether or not they are expected to come into the office space, and what health benefits are supported with that hybrid model.

  1. Flexible leaves to address health crisis

Employers must make informed workforce decisions with contingencies, especially when it comes to leaves, as we cannot predict the future or if another COVID-19 spike will occur. Flexible and compassionate policies allow employees to carry over negative vacation/PTO balances and dip into future accruals, which some employers are now adopting as their standard practice.

  1. Business Continuity Plan to administer employee benefits

Increasing competition for top talent and longer workdays in the United States have prompted companies to significantly expand their employee benefits. Even though a good coffee machine and personal computer once sufficed, today’s professionals expect benefits such as free or heavily subsidized on-site meals, childcare, laundry services, and transportation.

Hence, business continuity planners must account for the full range of goods and services their employees could lose access to in the event of a natural disaster in order to ensure their well-being and avoid operational disruptions. 

  1. Mental Wellness

Three-quarters of employers in the recent McKinsey and Company national survey designated a mental health leader, with a subset of approximately 40% appointing them to executive roles in mental health. They are in charge of evaluating benefits, making sure that employees have access to treatment, keeping tabs on their well-being and mental health requirements, and overseeing programs for behavioral health in the workplace. 

Rather than simply providing employees with the number for the employee assistance program, HR can also take on a more proactive role in assisting employees to address their healthcare concerns as a means  to better understand the organization and how it operates. 

3 WAYS HACKERS ARE ATTACKING BANKS, COMPANIES AND YOU

This Saturday, December 11, many Filipino BDO users posted on their social media how their accounts had been illegally used to transfer money to the UnionBank account of a certain “Mark Nagoyo.” The said online scam started as early as thursday where thousands of pesos were processed without their knowledge. The financial institution stated that it will investigate the case and reimburse the affected consumers, they also reminded everyone of the ways in protecting their banking information. However, victims explained that they were careful of phishing links and did not share any of their vital banking information. So people are left wondering and terrified on how this actually happened? There are only 3 possible scenarios.

1. Hackers may have used vulnerabilities in your online transaction records with the bank

How to protect yourself/company: Make sure to only access legit links and email from your bank. Understand the game of how phishing works.

2. Hackers are using powerful tools to attack a bank’s vulnerable systems. Tools such as Malware, DDOS attack, Social Engineering, Trojan horses and web attacks.

How to protect yourself/company: Make sure to always secure your password and update them accordingly. Make sure your company’s IT department is doing periodic Vulnerability Assessment and Penetration Testings to sweep probable attackers. Ensure to take cybersecurity and data privacy training as often possible to get updates (https://bit.ly/3pQNHbd)

3. Fraudulent insiders within an organization or company typically get paid high amounts to leak information to professional hackers.

How to protect yourself/company: Make sure to do periodic and random background checks for both current and future employees/suppliers and business partners.

In light of the advancements in technology, companies and employees must address a slew of new security concerns in order to continue providing their customers with the best and safest services possible.

The latest PH Bank Scam points to an insider. This is certainly frightening but not new as hacking is usually assisted by someone familiar with systems on the inside. And it can happen to anyone, to you or your company. The only way to protect yourself and your company is to proactively apply cybersecurity controls and regular background checks.

One way to protect yourself and your company is to learn Cybersecurity and Data Privacy through this FREE mini-course. You can access it here: https://bit.ly/3pQNHbd#cyberattacks#dataprivacy#cybersecurity

Get a FREE copy of How to do Background Checks Correctly go here: https://www.vanguardscreen.com/background-checks/

Book a call and appointment with us at https://www.vanguardscreen.com/ and [email protected]

The Great Resignation Phenomenon and how HR can solve it

According to Microsoft, 41% of employees worldwide want to quit their jobs this year, while in the United States of America 4.3 million or 2.9% of their working population already quit their jobs last August. Organisation for Economic Co-operation and Development (OECD) data shows that in 38 member countries, at least 20 million employees have not returned to work since the pandemic. 

Economists are calling this pandemic-induced mass resignation The Great Resignation. 

The COVID-19 pandemic forced people to see beyond the paycheck and many realized that life is too short for the shackles of a 9-5 job. With unemployment benefits, inadequate pay, caregiving, relocation and fear of COVID-19 contact, workers have started to go back to suburbs or freelancing. 

Resignations are highest in the healthcare and hospitality industry as those who worked in fields that had experienced extreme increases in demand due to the pandemic were likely leading to increased workloads and burnout. In a survey, 40% of employees cited burnout as the reason why they quit their job, while 20% said it’s the lack of flexibility, and 16% replied that it’s because their employers did not support their well-being. Hence, work-life balance and flexibility was found to be the solution to this phenomenon. 

Is this reversible?

Based on studies here are 3 productive measures companies can implement to strengthen, empower, attract and retain talent amidst the “great resignation”.:

  1. Switch to a hybrid model and accept remote work to be the reality

Remote work is here to stay, pandemic or not. Everyone has experienced working from home and has realized at one point that it can be done. Everyone also realized that this concept can save resources, time and energy for both the workforce and companies who are still on the fence. The step of allowing employees to do their jobs remotely without penalizing their career growth shows a great deal of support to work-life balance. Allowing employees to work both on-site and off-site is becoming a common practice in some businesses. Depending on the company, employees may work either from home or in the office full-time. Others may allow a combination of the two options, too.

  1. Re-engineer compensation and benefits

A lot of companies have begun restructuring their organizations, pay and compensation to focus on more meaningful benefits aimed at health and safety, mental wellness, job security, connectivity and empowerment. Perks and non essential items whose costs take up most of the budget are being cancelled to make way for more sustainable practices, rewards and recognition that will help uplift the employees morale. An example would be ditching time tracking devices in favor of more performance and results based measurements.

  1. Diversity

Diversity does not always mean hiring people from different social backgrounds, sometimes it can also be the need to hire people with different needs. 

By rearranging your company, these productive measures will help in empowering your human resources to enable flexibility and executives to realize that aside from a paycheck, employees need a better reason to return to work. The time to reimagine office culture, work, and leadership has come and the pandemic has raised the flag to the race of gaining the best of the best talents. 

5 New Things to do to improve your virtual interviews

As a result of the emergence of COVID-19, many businesses have grudgingly shifted to virtual employment processes, including recruiting, interviewing, and onboarding. The need to adequately screen individuals when hiring remotely cannot be overstated. This is especially true in high-security settings where hiring employees without face-to-face interaction can create unique obstacles.

So how can you efficiently adapt a virtual hiring process and at the same time improve it to fit your company’s overall state? Devote considerable time in planning your next steps and be resourceful by employing these helpful tips and tools for virtual hiring:

1. Mix and match various Automated Assessments 

With the aid of modern technology, it’s never been easier to use HR automation to help recruitment officers focus on more value-added tasks. From pre-recruitment HR automation assessments to interview process automation, multiple automated assessments are available.

A typical workflow might include Automated assessments on:

  • IQ
  • Personality
  • Essay Questions
  • Problem Solving Scenarios
  • Video Introductions

2. Assessment workflow via Drip email

An email drip campaign is one in which a targeted prospect receives a succession of touchpoints (often emails) at regular intervals. The example of assessments above (See #1) can be automated via email using free or paid tools such as Mailchimp, Yousendit etc.

3. Mass Virtual interviews to save time

As some do not have the luxury of time, mass virtual interviews or pre-screening a given number of  candidates at a given schedule is highly effective in saving everyone’s time.  Aside from this you can also utilize the power of breakout or waiting rooms in some video recording applications/platforms such as zoom, webex, goto meetings etc.

4. Trial Periods

Some organizations prefer to conduct a “trial” period for prospective workers in order to find and hire the best of the best. This probationary period can provide both parties with a safe buffer during which they can try out the employment arrangement and ensure that it will work in the long run. Some trial periods which last for more than a week are typically paid–while some that last for only 24 hours (typically a challenge) need not be compensated.

5. Background checks

Comprehensive background checks are essential for any company’s operations. Background screening managed through an online platform run by background screening experts adds a safe layer of protection in getting the right fit candidate without spending so much on mis-hires.

The interview is the first impression a candidate makes before taking a new job. It’s where they get to showcase who they are, what they can do, and how well they will fit into the company culture. With the rise of online interviews, it has become increasingly difficult to make a great first impression. This is the reason why optimizing the interview process is a must for most companies in order to cost-effectively secure talent that will bring equity to a company’s operations in the long term.

How to conduct GDPR-compliant background checks

General Data Protection Regulation  is a regulation on data protection and privacy in the European Union and the European Economic Area. This regulation also addresses the transfer of personal data outside the EU and EEA areas.

GDPR was brought about by the fact that malicious insiders compromise intellectual property, personal data, or sensitive financial records. 

The question though is if you are into staffing and hiring employees will GDPR cause conflict? It’s common practice that most companies go through the background screening process using the following: 

  • Social network data collection
  • Criminal background checks
  • Verifying educational and professional credentials
  • Character check

So how do you ensure compliance and how to prevent your organization from GDPR infractions that can result in costly fines? Always default to laws governing employment and data protection using the process outlined below:

1. Refer to the Local Laws

You must first determine a legal basis for data processing before conducting a background check (or any other sort of processing). Consent is not regarded as an appropriate legal basis due to the evident power imbalance between employee and employer. It’s debatable whether a prospective employee has the right to freely grant and retract consent.

2. Benchmark

In order to strike a balance between your company’s needs and people’ rights and freedoms, establish and document the commercial benefits of conducting the background checks by benchmarking with other companies and how they do it.

3. Keep data collection & processing to a minimum

Use the data reduction principle to limit your background checks and personal data collecting to what is relevant and essential.

4. Uphold Transparency

Background checks on candidates should be done legally, equitably, and transparently. Explain to the candidate why you are conducting the background check before you begin.

5. Specify data retention period

It is important that you only preserve data for as long as is necessary to achieve your goals. To determine which data must be kept and archived by law and which data can be erased, you must not only follow the storage limitation principle but also research local rules and employment laws. When a candidate declines your offer, you should erase their data.

6. Regulate 3rd parties

Regulate and monitor any other parties (such partners or vendors) who will be engaged in the process, and explain their role transparently in the process by asking for sign offs and approval from where you are collecting private information.

To ensure compliance with the GDPR, you must educate candidates about data processing before the recruitment process begins. Remember that to make your background checks compliant and legal, there is also a need to consider any applicable national laws and regulations.