Employee shortages have been more common recently, with Baby Boomers retiring fast and the pandemic adding an extra layer of complexity for many candidates. Background checks need to be incorporated seamlessly into the hiring process. They need to be quick and efficient, so the employer doesn’t lose out on top candidates with multiple offers because of delays in the hiring process.
Reasons For Current Employee Shortages
Multiple industries have seen a significant increase in employee turnover since the COVID-19 pandemic started. The phenomenon is so widespread that experts have called it ‘The Great Resignation’ and are forced to find new ways to tackle the problem.
Many people realize they can work from home productively. They don’t want to resume an in-office routine, give up on flexibility, waste time commuting, and work in an office potentially exposed to COVID. People are more mindful about their health and well-being and want to be appreciated in their workplace.
It is crucial to streamline the hiring process so candidates feel welcomed, their time spent during the interview process is well managed, and there are no unnecessary hurdles to jump through.
What You Can Do to Combat Employee Shortages
Attracting top talent while managing employee shortages is not an easy task. You can take several steps to improve hiring and create excitement for a new role.
1. Do not elongate the Recruitment Process Unnecessarily
Many larger companies continue to have lengthy hiring processes with multiple rounds of testing and interviews. These rounds are time-consuming, stressful, and elongate the recruitment process, which is not ideal for an unemployed candidate looking for a job.
Making the process more compact and keeping the candidates updated on the next steps can help keep potential employees interested. A shorter and less complicated recruitment process can reduce the chances of losing talent to other organizations that move faster.
2. Integrate Background Checks Seamlessly in the Hiring Process
Instead of keeping background checks for the last stage, it is better to integrate them seamlessly with the hiring process, perhaps initiating during the interview process or after a verbal offer has been extended. Another approach is to separate background checks into two parts: conducting identity checks, employment and education verifications as stage one; and processing criminal records research, motor vehicle record checks, and credit history reports as stage two. Engaging with a professional background screening company from the beginning will optimize recruitment because the initial stages of background checks will shorten the candidate list, helping you dedicate more time to the best talent.
Integrating background checks in the process will reduce overall recruitment time and costs.
3. Incorporate Flexible Working Arrangements
Introducing flexible working arrangements will help reduce employee turnover extensively. Employees should allocate their own time if they get the job done. Employers need to understand better how to measure good to superior performance results to become more comfortable with flexible schedules. Employers face more difficulty retaining employees by refusing flexible arrangements, especially nowadays, with many people working as highly paid freelancers or contractors.
In Conclusion
Managing employee shortages requires companies to revisit the recruitment process, integrate background checks seamlessly, and introduce more flexibility.
Please contact our team at First Contact HR if you want to partner with an organization specializing in human resources and conducting background checks.
We work with complex situations and offer our expertise to help you find the best and most efficient way of integrating background checks into your hiring process.