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Last year was the start of a new decade which began with high hopes and glee. However, that all came to a halt with the novel coronavirus and everything that ensued. As I compile Cisive’s annual list of the most popular blog posts of 2020, I am reminded of everything that we faced and, eventually, overcame. From remote work to onboarding to contact tracing, we worked endlessly with our team and partners to provide timely resources for employers and clients on how to address the growing challenges presented by the pandemic.
In 2021, we remain committed as ever to being a reliable resource and trusted partner for our readers. We’re looking ahead to the new year with optimism and knowing that a sense of normalcy is at reach.
As you review your company’s initiatives, here are Cisive’s top 10 talent management and employment screening articles from 2020.
HR’s role is more critical now than ever as organizations navigate high-velocity change spurred by COVID-19. In the past, HR has held a transactional position and only interacted with members of the workforce as the need arose. But in a post-COVID future, HR will be much more integrated into the workforce experience at all levels.
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As businesses reopened after the COVID-19 pandemic shutdown, contact tracing to track viral exposure in the workplace became a critical part of helping to slow the spread of the virus and protect workers. This article discusses what employers need to know when implementing a contact tracing program. And if you need help, Cisive launched our own contact tracing service to help employers maintain a safe workplace.
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The pandemic has shaken our understanding of normalcy. We don’t know what tomorrow’s “normal” will be, whether it’s putting COVID-19 behind us or learning to carry on with the virus. Those high levels of uncertainty complicate any organization’s talent acquisition strategy.
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2020 has witnessed what may be considered the largest civil rights movement in U.S. history. We have also experienced an unprecedented global pandemic that has disrupted our work and personal lives on a massive scale and had a disproportionate impact on people of color and women, among other groups. These events have sparked a lot of questions regarding how racial and other forms of inequities operate at all levels in society — especially in the workplace.
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Most organizations only conduct background checks during the hiring process. They understand that pre-employment background checks minimize the risk to their business, employees and customers. Companies also assume that a person’s history determines their current and future actions and minimizes risk to their workforce. However, more companies are running background checks or continuous screening on current employees to avoid any potential safety issues and claims of negligence or violence in the workplace.
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A comprehensive legal and HR compliance update is essential for keeping up with ever-changing laws and regulations. Your designated HR compliance specialist or team members should stay current on these changes, but if your company is small or has a complicated business structure, you may need additional support to remain compliant.
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As more workers are looking for the flexibility to work from home, leaders are faced with new challenges on how not just to communicate and set expectations. Not having employees on-site during consistent work hours can make communication more difficult, particular for team- and relationship-building. This means we have to train our team leaders and managers on best practices for keeping remote employees engaged.
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Onboarding is the first impression your new hires receive of their daily life within your organization, so it’s critical that onboarding provides a positive experience. But large organizations could be onboarding dozens of employees at a time, which can leave new employees feeling like just a number.
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The world has changed and so have our workplaces. HR leaders have had to quickly pivot many of the things once taken for granted, like mail service and obtaining copies of personal documentation including birth certificates and social security cards from new hires. The most important of these requirements is the I-9 Employment Eligibility Verification.
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After furloughs, layoffs, and hiring freezes, many HR and hiring managers have shifted to scaling up hiring efforts in a post-COVID economy. The new challenge involves recruiting and hiring in a very different landscape that may be mostly or fully remote, and organizations must use technology to find the best candidates, engage them, build relationships, and perform outreach digitally.
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2020 may be behind us, but challenges (old and new) still lie ahead. As we begin the new year, I’d like to wish all of our readers a happy and prosperous 2021. We look forward to continuing to be a reliable resource and trusted partner in your talent management and employment screening initiatives.
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