The use of phone or video interviews is becoming increasingly more common and can help employers bridge large geographical distances or narrow the candidate pool before offering in-person interviews, which take up much more time for both the employer and candidate.
With today’s shortage of safe drivers the importance of recruiting and attracting drivers to apply with your company has become paramount.
It’s a noisy employment market and quality drivers hold the cards to choose who they drive for.
So, how do you stand out from the competition? Follow these three simple steps to improve your driver recruitment activities.
In May 2016, as part of an overarching rule to improve tracking of workplace injuries, OSHA dropped a proverbial bombshell by overtly implying that employers should not have blanket policies requiring post-accident drug testing.
Your recruiter has scoured scores of resumes to find the perfect candidate, phone screened and met in person the best of the lot, and now all that’s left is to bring the most qualified job seekers in for an interview with you, the hiring manager.
You can almost see the finish line and look forward to learning exactly how the candidate will contribute to your company’s success.
And here’s where things can go south.
Take it from seasoned recruiters: Hiring Managers can turn off an in-demand job candidate with even the slightest negatively-perceived detail and possibly lose a superstar.
As businesses become comfortable using the Internet to handle a variety of support functions, a surprising number and diverse sorts of “Do-It-Yourself” services have become available, including “Do-It-Yourself” (DIY) online background checks.
While seemingly simple and affordable, such services present potential risks that could pose a threat to a businesses’ brand.
Here’s a brief list of considerations that could serve as a litmus test as to whether a DIY background check service or a more-conventional Consumer Reporting Agency (CRA) is the best choice for you.
What if you found that hiring a former felon could be a good thing for your company?
Or that it could even turn out to a great thing, with such a person actually outperforming other employees with “clean” records?
In light of a recent study from Harvard and Amherst universities indicating that doing so may actually be a wise decision for a number of reasons, it’s a notion worth deliberation.
