Happy New Year!
Another year is in the books. Along with it, changes to marijuana legalization and drug screening law, an employment landscape that continues to settle into remote work, and an ever-present need to keep employees satisfied following the Great Resignation.
As we look to the year ahead, Cisive will be here to help you navigate each step of your hiring process, from your first contact with applicants to continuous monitoring after they’re hired.
Here are Cisive’s top 10 US talent management & employment screening blogs from 2022.
In a tight talent marketplace, hiring internationally can be the key to scale an agile and flexible remote workforce. Organizations with remote work policies have been able to significantly increase their geographic area of recruitment, creating more competition for talent. In our recent benchmark report, Cisive Insights: Talent Screening Trends 2021, Cisive asked survey participants if their organization recruits internationally, and the majority (just over 75%) do.
While employers are evaluating background screening services or making policy decisions about employment background checks, there are multiple references to “seven years.” This can create confusion for employers using background checks in hiring, as not all background checks are created equal.
Global background checks are expected to be even more common in 2022 as many employers are taking advantage of a remote workforce to expand talent pools so they can recruit and hire citizens of other countries and will need to be able to conduct background screening in their candidates’ countries of origin.
It’s no secret that many companies are struggling to hire employees right now. As a result, some companies may choose to find ways to shorten the hiring process, so they don’t miss out on a good candidate. One way to cut corners is to skip one of the most important parts of the hiring process – running a thorough background check.
Rhode Island has become the 19th state to legalize the adult personal use of marijuana. The new law went into effect immediately, with retail sales planned by the end of this year. Employers in the state are not required to accommodate the use or possession of marijuana or being under the influence of marijuana while at work or any location where the employee is performing work, including remote work.
The COVID-19 pandemic has changed human resources forever—including how we use human capital management (HCM) technology to continue optimizing processes. Back in 2020, work norms changed overnight, but we’re still acclimating to the long-term effects of those changes. In fact, only 37% of respondents to PwC’s 2022 HR Tech Survey have actually implemented a plan for monitoring productivity and performance in a remote workplace.
Creating a welcoming workplace culture within your organization is crucial, but what about optimism? Optimism could be the key to increasing employee engagement and unlocking a new level of productivity for your company. Research shows that optimistic employees are 103% more likely to love their job — and optimism is contagious. Here are three ways human resource departments can promote optimism within their workforce.
In transportation, there are four reports that most employers will request when reviewing applicants for driving positions at their company. These are MVR, CDLIS, PRE, and PSP. In this four-part series, we review these primary reports you need when screening your drivers, as well as best practices when ordering them from Driver iQ, Cisive’s transportation employment screening division.
Performance management has come a long way since the days of the annual review. But as companies have updated their processes, many HR teams have strayed away from traditional evaluations without replacing them with something better.
While no organization plans for a valuable employee to exit, it can be incredibly beneficial — for the company and the employee — when they return after some time away. These are called “boomerang” employees and they are a growing source of candidates that can be an essential part of your recruiting strategy. “Boomerang employees” are former employees who may return to your company at some point with more diverse experience along with existing knowledge that allows them to hit the ground running when they do.
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