January 2023 Summaries

Checkr has recently launched new checks, enhanced the candidate experience, and added more functionality for ordering and managing screenings. The company is also working on package add-ons that enable users to add screens to a background check package in less than a minute. Onsite drug testing will be available later this month, offering greater control over the process. New international screenings and insights have been added, including MVR checks in Canada, live online identity verification in England and Wales, and global data analytics on the Checkr Dashboard. Candidate experience enhancements include clearer candidate invitations, better design and usability in the candidate portal, and incorporating Grammarly into Candidate Stories to help candidates improve their writing. A webinar is available for users to learn more about these updates and share their thoughts on what else they would like to see.

Checkr has introduced the Fair Chance Dashboard, a tool that helps customers understand how they measure up to EEOC guidelines related to fair chance hiring. The dashboard combines resources, social proof, and analytics to empower employers to widen their candidate pools and hire with fairness, particularly for individuals with criminal records or convictions. By practicing fair chance hiring, companies can tap into a wider pool of qualified talent, build diversity, and ultimately achieve stronger business outcomes. The Fair Chance Dashboard provides valuable data, insights, and context to help customers make informed hiring decisions and advance fair chance hiring practices at their organizations.

This guide emphasizes the importance of effective employee communication in retaining staff members and creating a positive work environment. It highlights four expert strategies to improve communication, including prioritizing transparency, encouraging compensation conversations, providing frequent feedback, and setting regular discussion times. These strategies aim to create an environment where employees feel trusted, respected, and informed, leading to increased engagement and retention.

Reducing "meeting overload" is crucial in today's hybrid work environment where teams expect to collaborate with remote colleagues, yet still need to optimize their approach. Workers spend an average of 4-10 hours a week in meetings, which can be a pain point for both employees and companies, resulting in $37 billion in wasted salary costs annually. To address this issue, employers should become more intentional about scheduling meetings, focusing on why they exist, who needs to attend, facilitating interactivity over information-sharing, and redesigning their approach rather than eliminating meetings altogether. Effective communication requires common ground among participants, which can be achieved by setting aside time for introductions, muting when not speaking, using the chat feature, and being intentional about keeping video on or off. Employers should also carve out time for socializing, integrating phone calls or casual launch meetings to maintain "water cooler chats" and promoting a culture of connection and relationship-building. By re-assessing their meeting approach in 2023, leaders can facilitate more productive meetings that keep workers engaged.

Apprenticeships are being adopted by tech companies as a way to develop their own talent sources while also providing reskilling and training to justice-impacted individuals, who often face significant barriers in accessing employment due to their conviction histories. The apprenticeship model offers numerous benefits, including recruiting and developing highly-skilled talent, addressing labor shortages, improving productivity, profitability, minimizing liability costs, receiving tax credits, and increasing employee retention. By providing an opportunity for tech companies to grow their own talent pipelines with minimal investment, apprenticeships can help address the growing skills gap, demographic changes in the workforce, and talent shortages. Apprenticeships also have a positive impact on diversity, equity, and inclusion by opening doors to underrepresented talent and fostering internal talent development. By adopting apprenticeship programs, businesses can not only benefit from cost savings but also contribute to creating a fairer future of work that reflects the realities of the workforce of tomorrow.

America's workers are more dispersed than ever, with changing attitudes posing new challenges for HR professionals. Many employees have discovered happiness and productivity while working remotely, but some struggle with feelings of isolation and burnout. With a possible recession on the horizon, employees' changing attitudes may be motivated by worries about job security rather than personal preference. Productivity has plummeted, and "quiet quitting" is becoming a worrisome trend. Employers that offer flexible work will have a competitive advantage in managing blended teams. HR professionals must prioritize communication and inclusion, embrace new ways to build company culture, learn from and act on feedback, and adapt their recruitment, hiring, and onboarding processes to support distributed teams.

The HR experts from Checkr, Lever, and Bonusly discussed their lessons learned and predictions for 2023, reflecting on the impact of the pandemic on the workforce and how it has shaped the future of work. They emphasized the importance of adopting new tech to enhance employee experiences, developing and retaining top talent through investment in learning and development programs, and using people data to tell a story about their organization's strategy and goals. The panelists also highlighted trends such as "Quit Quitting" and "Bleisure," and predicted that 2023 will see a focus on career growth and progression, with companies needing to adapt to meet the changing needs of employees.

Pre-employment credit checks are subject to regulations under the Fair Credit Reporting Act (FCRA) and state laws, which restrict their use in hiring decisions. Employers must be careful not to violate these laws when conducting background credit checks, as doing so can result in significant civil and fiscal penalties. The FCRA generally allows employers to perform pre-employment credit checks only for jobs that involve managing or handling large sums of money, are managerial roles, give access to company trade secrets, provide access to personal financial information, or are legally required by law. Additionally, some states and cities have their own laws regulating when credit information can be used in hiring decisions, with varying exceptions and requirements. Employers should consult with their legal team to determine which laws apply to them and what best practices suit their business needs.