Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...
The Applicant Manager Blog
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Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is an effective way to screen out applicants with drug abuse problems.
Most private employers can decide whether to test for drug use at their own discretion. However, there are some exceptions. The federal government does regulate safety-sensitive industries. For example, companies hiring drivers have to follow drug testing regulations put in place by the Department of Transportation (DOT).
Perhaps no other industry in the employment marketplace has been affected by the COVID-19 pandemic as much as the Hospitality industry. Due to the nature of the professions within this industry, you can understand why the pandemic has had such a detrimental effect.
But as anybody who works or has worked in Hospitality can attest, it was a unique and complex industry before the pandemic began. In fact, it’s unlike any other. As a result, HR is often plagued by challenges and obstacles not encountered by those working in other industries.
We’ve addressed the benefits and advantages job video interviews before in this blog. And of course, the COVID-19 pandemic has forced most employers to utilize video interviews when screening candidates for their open positions.
Here’s the good news. The video interviewing of the past was expensive. It required costly, bulky equipment, and required coordinating a time and place with compatible equipment on the other end. Now, almost everyone has the capability and access to conduct video interviews via phone, tablet or laptop.
Put yourself in an applicant’s shoes. When they apply for a job at your organization what is their experience? Do they receive an acknowledgement that their application has been received? Will they be contacted even if they’re not a good fit or when they fail at a step in the recruiting workflow?
What some employers don’t realize is that not only do most candidates expect an automated reply that acknowledges their application, the majority also expect a personal email response and even anticipate a phone call.