But when was the last time you revisited your virtual interviewing process? What kind of experience are you creating for candidates? Are you maximizing that valuable, limited time? Remember, you’re selling your company to interviewees as much as they are selling their skills and experience to you!

Remote interviewing isn’t going anywhere. And since it’s a candidate’s job market, sprucing up your practices to make the best impression and ensure you’re hiring the best fit is vital! Follow these tips to strengthen your virtual interviews.

1. Prepare for the Interview

Ensure you have a tidy, quiet space to conduct the virtual interview where you won’t be disturbed. Show the candidate that you take the occasion seriously by dressing professionally (or according to your business’s style/dress code). 

If you’re one of the countless organizations that have been managing a remote workforce for a few years now, you know better than ever how technical difficulties can occur without warning! Test your technology and ensure you have their phone number as a backup form of communication in case something goes awry, like an internet outage or glitch in your platform.

Do you plan to include several interviewers, such as those from other departments, additional leadership, or potential peers? Prepare them for the interview by:

• Telling them what skills and qualities to look for
• Sharing potential questions to ask
• Explaining how the interview process will work—will this be a group interview or individual meetings?

We recommend avoiding scheduling interviews one right after the other. Give yourself time to reflect and take notes on the last candidate so you retain more about them and your initial thoughts and reactions. Plus, you need a break to conduct optimal interviews.

2. Prepare the Candidate

Set your remote interview candidates up for success by giving them enough notice and time to prepare. This includes sharing all the essential details, such as:

• Where and how it will be conducted
• Meeting link and instructions
• Names and roles of all interviewers (add a link to their LinkedIn profiles or another site with their bios)
• If they need to prepare something prior
• Any other helpful interview tips

Also, give them a heads-up on the length of the interview. Will it be one hour long or a series of shorter one-on-one meetings? For longer interviews, allow the candidate to take a break every hour or between each meeting.

Consider the length of the interview and avoid going too long to ensure it’s not a draining experience. Video calls require more conscious attention than in-person to catch those nonverbal cues (more on this below), which can be tiring. 

3. Choose Your Questions Carefully

When planning your virtual interview questions, consider not only the candidate’s experience and qualifications but also their soft skills and emotional intelligence (EQ). Use intentional questions and a rating system to track the interviewee’s performance throughout the interview. This will ensure fairness and equity in your remote hiring process.

As for EQ-related questions, focus on how the candidate:

• Engages with and relates to others
• Handles and adapts to change
• Navigates conflict and challenges
• Reads and responds to the reactions and feelings of others
• Motivates and inspires coworkers/direct reports

Don’t forget the follow-up questions! They nudge candidates to dig a bit deeper into specific scenarios and topics. Common follow-up questions include “How did you adapt to [scenario]?” and “Can you walk me through your decision-making process when faced with [scenario]?”

4. Create a Comfortable Environment

Make the candidate feel welcome and ease some of their nerves by introducing yourself, your role, and what you’ll cover. You can also make remote candidates comfortable by:

• Mitigating distractions by turning off notifications and other devices
• Staying focused and giving them your undivided attention
• Telling them if you’ll be taking notes or using an AI assistant to take notes during the interview
• Accounting for lags and audio glitches by waiting a few seconds after their responses to avoid speaking over each other

Remember to maintain a friendly, calm disposition and smile at the right moments. Basically, treat remote interviews the same way you would in-person interviews!

5. Keep it Conversational

The virtual interview should be a two-way conversation, not simply an hour of you asking them questions and talking to them. Give the candidate a chance to ask questions, or if they don’t, share pertinent information that people commonly ask about the role and your company.

You can also encourage natural, comfortable conversation by asking them about their story and what drives them. Tell them about the company’s culture, mission, and values—since they can’t see or experience the environment firsthand, painting a picture for them is critical! 

Share stories of how your virtual team lives this out so the candidate can fully understand and envision him or herself there. For example, tell them about your initiatives around promoting work-life balance for remote employees. Guage their response and reaction to determine if they’re a good fit.

6. Tune Into Nonverbal Cues & Reactions

Acclaimed behavioral psychologist Dr. Albert Mehrabian established the 7-38-55 rule through his research. This states that only 7% of our communication is verbal, while our body language makes up 55%, and our tone of voice makes up 38%. Hence, the importance of nonverbal communication!

Throughout the remote interview, pay attention to the interviewee’s nonverbal cues. Again, this takes extra effort via video, so watch and listen closely to their body language, facial expressions, eye contact, and tone of voice. All of these give context and meaning to the individual’s words.

Then, there are the remote work disruptions. From the kids crying to an unexpected delivery to mischievous pets, many of us are used to work-from-home distractions at this point. So, how does the candidate react to and handle the disruption? Do they get discombobulated or remain cool as a cucumber and calmly take care of the situation? 

Of course, allow for some flexibility—things pop up, and we should generally be forgiving. It’s all in how the candidate handles it, which indicates how they would behave in front of a client or coworker.

And if no interruptions occur, ask them how they respond to unexpected events with questions like: 

• How do you handle unexpected interruptions or distractions while working remotely? Can you provide an example of a situation where you successfully managed such a disruption?
• Can you share a time when you encountered technical difficulties or connectivity issues while working remotely? How did you troubleshoot the problem and minimize its impact on your work?

7. End on a Memorable Note

As you wrap up the virtual interview, it’s your chance to knock your sales pitch out of the park. This is a good time to share anecdotes about what you love about the company. Tell them what excites you to show up to work every day!

Ask them if they have any more questions, and remind them you’re available to answer any later. This is also the time to revisit any thoughts, questions, or comments from earlier in the conversation. Add a nice final touch by asking the candidate if there is anything else they’d like to share.

End by thanking them for their time and letting them know the next steps and when to expect a decision. Follow up with every candidate, and don’t ghost them!

Is it time to refresh your virtual interview approach? Or do you need help managing your hiring process? Contact BlueLion today at 603-818-4131 or info@bluelionllc.com to learn how we can help you build a stellar remote team!

If it’s been over a year, it’s time for a review! As you evaluate your onboarding practices, consider:

• What your business does
• What paperwork and reporting you need
• The types of workers you hire
• What paperwork you currently use—is it comprehensive and up-to-date?

One of the biggest mistakes to avoid during onboarding is not having a process and a thorough checklist to streamline this documentation! You can start by reviewing the new hire paperwork you should have to ensure labor law compliance.

Standard Employment Forms

You’ll need to complete several forms for all new hires, most of which you must file with the government.

Form I-9, Employment Eligibility Verification

Form I-9 is used to verify the identity and employment authorization of people hired for employment in the United States. Every new hire, including citizens and noncitizens, must complete Form I-9 by their first day of work. Employers must examine the employee’s identification documents within three days after the employee starts.

Proper completion of Form I-9 is crucial to avoid penalties. Fortunately, the new I-9 alternative procedure has made this process much easier and more efficient! Employers in good standing in E-Verify can use this new remote method for new employees.

Retain all I-9s for three years after the employee’s hire date or one year after their termination (whichever is later). Ensure they are filed securely, separate from other employee documents.

Form W-4, Employee’s Withholding Certificate

Every employee must complete Form W-4 when they start a new job. This form tells your payroll team how much they need to withhold from each employee’s pay for income taxes. So, while you’ll need to keep it on file, you don’t need to send it to the IRS.

Form W-4 includes instructions, and the IRS offers an online tax withholding estimator to help employees decide how much they want withheld from their paychecks. Employees might choose to update their W-4 if their finances change. You’ll need to keep each employee’s W-4 for four years.

State Tax Withholding Form (if applicable)

Your new hire may need to complete a state tax withholding form, depending on your state’s requirements. Check with your state’s revenue or taxation office to determine if it mandates a separate tax withholding form.

Employee Benefits Forms (if applicable)

Does your company offer employee benefits? If so, you must give new hires information and enrollment forms. Typically, your insurance company will provide this paperwork or use online portals where employees can create accounts and access all relevant insurance information.

Employee benefits documentation varies based on your business, size, and what you offer, but usually include:

• Health insurance
• Dental and vision insurance
• Life insurance
• Retirement plans
• Disability insurance
• PTO and sick leave
• Stock options

This is also a good time to inform your newest team members of other unique benefits and perks you offer, such as gym memberships, Aflac coverage, or pet insurance.

State New Hire Reporting

The Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA) requires employers to report new hires to their state. This usually includes the employee’s name, address, Social Security number, and date of hire, along with your name and EIN. All employers must complete this reporting within 20 days of the hire date, although some states require it earlier. 

State new hire reporting is an effort to obtain delinquent child support payments from employees who owe. Reporting new hires correctly and on time is vital, as states can levy hefty penalties against employers for noncompliance. Find your state’s requirements from the U.S. Department of Health & Human Services Office of Child Support Enforcement.

Equal Opportunity (EEO) Data Form

The Equal Employment Opportunity Commission (EEOC) requires EEO reports from private employers with 100 or more employees and federal contractors with 50 or more employees. While it only applies to your actual employees, many companies incorporate the EEO-1 Survey into their application process to ensure they collect this data (note there are several versions for certain types of employers).

Learn more about EEO reporting.

Internal New Hire Paperwork

Several types of new hire paperwork, like the offer letter and employment contract, are not legally required but are a best practice. Depending on your organization and the role(s) you’re hiring for, you may also have employees sign additional policies and agreements.

Offer Letter

Every new employee relationship should begin with an offer letter! This written letter should include the essentials of the new hire’s position, including:

• Job title and description
• Compensation
• Employee benefits
• Start date

Your employee should sign the offer letter once they accept the terms.

Employment Agreement or Contract

Although most states don’t require an employment contract or agreement, they are always a good idea! This contract protects the rights and responsibilities of the employer and employee. An employment agreement typically includes details such as:

• Employee role and responsibilities
• Length of employment (if applicable)
• Work schedule
• Compensation and benefits
• Termination conditions

Non-disclosure Agreement

Will your new employee have access to confidential company information? If so, you’ll likely want them to sign a non-disclosure agreement (NDA). You can include this in the employment contract or create a separate agreement. Consult with your attorney to determine what’s best.

Non-compete Agreement

Depending on your market, you might want certain employees to sign a non-compete agreement (NCA). This prohibits the employee from working for your competitors or starting a competing business during or after employment for a specific period. Again, this can be part of the employment contract or a separate agreement.

Be wary when implementing non-competes—certain states don’t enforce them, and California doesn’t even recognize them! Others prevent them for specific professions. Learn more about NCAs and when you can use them.

Non-solicitation Agreement

A non-solicitation agreement restricts an employee from actively soliciting or attempting to persuade the employer’s clients, customers, employees, or business partners to leave or terminate their business relationships with the company for a certain period after the employee leaves the organization. 

Non-solicitation agreements are often part of the employment contract or even included with the NDA or NCA, but can also stand alone. Like NCAs, the enforceability of non-solicitation agreements varies by state. Courts usually determine whether the restrictions are reasonable and necessary to protect the employer’s legitimate business interests. Always speak with your attorney about these agreements!

Employee Handbook & Company Policies

We are BIG proponents of employee handbooks here at BlueLion, even though they’re not legally required. It’s a simple, organized way to share info on company policies, HR and legal matters, and company benefits and perks.

By presenting the complete employee handbook to new hires and reviewing all the essential data and policies, you can ensure they understand everything expected of them. Once they’ve read it, have them sign an acknowledgment form stating they’ve reviewed the handbook and agree to follow these policies.

Background Check Notification (if applicable)

There are many types of background checks, such as criminal history checks and employment history verification. Most are conducted pre-employment, although some companies run background checks regularly throughout employment. Background checks are used to verify the accuracy of information the applicant provides, assess their qualifications and suitability for the job, and ensure workplace safety and security.

Most states require employers to obtain the applicant’s written consent before conducting a background check. You can typically do this through a separate disclosure and authorization form, which should clearly state that a background check is part of the hiring process.

You should also beware of “ban the box” laws, which some states have implemented to restrict when and how employers can inquire about an applicant’s criminal history.

Employee Information

Finally, the early stages of new employee onboarding are the perfect time to collect some of their personal information to help provide the best environment for your newest team members.

Direct Deposit Form

If you pay employees via direct deposit like most employers, your new hires must complete a direct deposit form authorizing you to deposit money into their bank account regularly.

Emergency Contact & Personal Details

Collecting every employee’s emergency contact information has long been a best practice; after all, you should know who to contact in case of an accident or health emergency. This should include the individual’s name, phone number, email, and relation to the employee.

This is also a good opportunity to request health details, such as allergies, dietary restrictions, and medical conditions that may need accommodations, from your new hires. While you can’t require employees to disclose this information, you can let them know that sharing these details will help you provide necessary accommodations or assistance in an emergency.

Ensure Smooth & Compliant New Hire Onboarding

Simply put, there is a lot of new hire paperwork to complete! But you can improve efficiency and accuracy by: 

• Going digital: Move away from paper forms and consider using electronic onboarding solutions or software. This allows new hires to complete paperwork online, reduces paperwork errors, and makes storing and managing documents easier.
• Prioritizing essentials: Identify the essential forms and documents that must be completed during onboarding, such as tax forms (e.g., W-4), employment contracts, and emergency contact information. Focus on collecting these critical details ahead of or on the first day.
• Using checklists: Provide new hires with a clear list of all required documents and tasks for onboarding. This helps employees track their progress and ensures nothing is missed.
• Collecting online signatures: Implement electronic signature solutions to allow new hires to sign documents digitally. This eliminates the need for physical signatures, speeds up the process, and is particularly helpful for companies onboarding remote employees.
• Centralizing documentation: Create a centralized digital repository or cloud-based system to store all onboarding documents. This makes it easy for HR and employees to access and retrieve documents when needed. If possible, integrate your onboarding system with your Human Resources Information System (HRIS) for optimal document management.
• Customizing onboarding packs: Create customized onboarding packets or portals for different job roles or departments. This ensures that new hires only receive relevant paperwork and information.
• Conducting compliance checks: Review and update onboarding documents regularly to ensure compliance with current laws and regulations.

By implementing these tips and leveraging technology where possible, you can significantly streamline the onboarding paperwork process, reduce administrative burdens, and enhance the overall onboarding experience for new hires.

If your business is growing rapidly and you need support with new hire onboarding, BlueLion is happy to help! Our HR specialists can take new hire paperwork off your plate, review and update company policies and procedures, and improve your processes. Contact us today at 603-818-4131 or info@bluelionllc.com to learn more!

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

Diversity involves even more. It encompasses ethnicity, gender, religion, sexual orientation, age, physical and mental conditions, socioeconomic background, citizenship status, military service, and many more differences between people.

The first step toward creating diversity in the workplace is leading by example and fostering a culture that welcomes people of all kinds from all backgrounds. Read on for 12 diversity, equity, and inclusion (DEI) strategies you can begin implementing today, from policies to leadership training to hiring practices.

Build a Solid Diversity, Equity & Inclusion Foundation

Managing diversity in the workplace requires a clear understanding of DEI across the organization. You can create a consistent message and ensure everyone is on the same page by starting with a DEI statement and policy.

1. Craft a Meaningful DEI Statement

First, create a meaningful DEI statement by: 

• Aligning it with your organization’s mission and values
• Keeping it concise and easy to understand, free of jargon and complex language
• Addressing various dimensions of diversity, including but not limited to race, ethnicity, gender, sexual orientation, disability, age, religion, and more
• Reflecting a genuine commitment to fostering an inclusive environment where all employees are valued and respected
• Using language that inspires and motivates your employees, stakeholders, and the broader community to support your DEI efforts
• Avoiding empty or generic statements and instead focusing on specific DEI actions and goals
• Collaborating with senior leadership to develop and endorse the statement and demonstrate top-level commitment to fostering diversity in the workplace
• Communicating the importance of transparency in reporting on DEI progress and setbacks

2. Develop Inclusive Policies

Your DEI policies should include a zero-tolerance anti-harassment and discrimination policy, which should:

• Define diversity, equity, and inclusion
• Explicitly state that discrimination and harassment based on protected characteristics are strictly prohibited, both in the workplace and in company-related activities
• Include reporting and complaint procedures and an anti-retaliation policy

Other essential policies like your compensation, benefits, employment conditions, and termination policies should also outline your company’s stance on diversity. These policies should be covered in new hire onboarding, included in your employee handbook, and distributed whenever updates are made.

Managing Diversity in the Workplace from the Top Down

Creating diversity in the workplace starts at the top. Once employees see that leaders and managers are committed, they will follow suit.

3. Hold Regular DEI Training for Leaders & Managers

Leadership can only promote your DEI initiatives when given the tools to do so. Consider hosting a range of regular training and workshops specifically tailored to your higher-ups covering topics such as: 

• Unconscious Bias Training: Helps recognize and mitigate unconscious bias, which can impact decision-making, hiring, and team dynamics
• Inclusive Leadership Workshops: Focus on developing inclusive leadership behaviors such as active listening, empathy, and creating an inclusive team environment
• Cultural Competency Training: Educates on different cultures, customers, and communication styles to better understand and respect diverse teams
• Microaggressions Awareness: Helps identify and address subtle forms of discrimination and exclusion in the workplace
• Allyship Training: Teaches leaders how to be effective allies to underrepresented groups and how they can support and advocate for marginalized employees
• Managing Diverse Teams: Provides strategies for leading groups with diverse backgrounds and perspectives
• Conflict Resolution and Inclusive Communication: Trains leaders to handle conflicts in a way that promotes inclusivity and maintains a respectful workplace
• Intersectionality Awareness: Focuses on how various aspects of an individual’s identity (e.g., race, gender, sexuality) intersect and affect their experiences

There are many more DEI training topics where those came from, and you should always tailor them to fit your company culture, needs, and goals. Regular leadership training and workshops are vital to gaining your top decision-makers’ buy-in.

4. Start with Communication

Effective communication is key to managing diversity in the workplace. This may involve translating materials, using images and graphics, and leveraging various visual and audio formats. Language and cultural obstacles shouldn’t stand in the way of employees having a clear understanding of policies, procedures, rules, expectations, and any other important information necessary to do their jobs. 

This also means ensuring your policies use inclusive language. There are tools that analyze document language to spot problematic words and phrases so you know where to update them. Or, you can hire an external DEI consultant who specializes in reading and editing policies to ensure they are easy to understand and inclusive.

Prioritizing inclusive language in every aspect of your organization will show your commitment to DEI, which in turn will boost employee morale and help you build a more diverse team.

5. Celebrate Differences

Recognize each employee as their own person and celebrate their cultural and individual differences. Don’t jump to conclusions based on their background or experiences. Judge their work—both successes and failures—on their merit instead of by their background. This will help you maintain a compassionate, open-minded approach.

6. Maintain Objectivity

All leadership team members should follow the same standards for everything from hiring to promotion and compensation decisions to disciplinary actions and termination. Every employment decision should be made based on objective criteria, which should be applied equally to all employees.

Implement Diverse Hiring Practices

Finally, building diversity in the workplace requires implementing practices focused on hiring diverse individuals! Follow these strategies to attract and retain talent from all backgrounds.

7. Develop Inclusive Job Descriptions

Start by scrutinizing job descriptions for inclusive language (as mentioned above) and remove any requirements that may unintentionally exclude diverse candidates. Focus on essential qualifications and skills. Remember, it’s not all about a candidate’s prior experience—they may possess unique skills and knowledge that could translate well to your business!

8. Organize Diverse Hiring Panels

Pull together diverse hiring panels to evaluate candidates. Having a variety of perspectives during the interview process can help reduce unconscious bias. Interviewers should vary by traits and characteristics such as:

• Job classification
• Time with the company
• Life experiences

You can verify there will be no unintentional bias by going over the process with each potential interviewer and asking questions.

9. Use Blind Recruitment

Implement blind recruitment practices by removing personally identifiable information (e.g., names, photos, age, education, previous work experience) from initial application materials to reduce bias in the initial screening. There are many software options that can do this to help you hire based on skills and merit and mitigate bias from the recruiting and hiring process. They even allow you to select which features you want to hide.

10. Leverage Diverse Sources & Networks

If you want to diversify your talent pool, you need to seek candidates from diverse sources. You could take advantage of:

• Minority-focused job boards
• Universities with diverse student populations
• Partnerships with community organizations
• Events, conferences, and career fairs targeting diverse talent

For example, if your company wants to hire more LGBTQ+ employees, you might connect with LGBTQ+ professional and student associations. You could build relationships with them and ask to promote job openings in their marketing and communications.

11. Build a Diverse Pipeline

On that note, consider investing in programs that create pipelines for diverse talent, such as internships, apprenticeships, and partnerships with organizations that focus on underrepresented groups. Interns and apprentices who have a positive initial experience with your company are more likely to want to stick around long-term. In fact, 80% of interns who receive job offers at the company where they interned accept them!

12. Offer Inclusive Benefits

Provide employee benefits that support diversity and inclusion, such as:

• Flexible work arrangements for those with caregiving responsibilities or disabilities
• Childcare support in the form of assistance, subsidies, or access to onsite facilities
• Healthcare that covers services related to gender transition, mental health, and other needs that may disproportionately affect certain groups
• Parental leave policies that provide equal benefits to all employees regardless of gender or family structure

Foster Diversity in the Workplace

If you want to welcome people from all walks of life to your team, you have to take the initiative by putting DEI policies and practices in place! This means committing to DEI and publicizing that it is a vital part of your company culture.

Strengthening your workplace diversity also benefits your company! Research by Built In found that diverse companies:

• See 2.5x higher cash flow per employee
• Enjoy 19% higher revenue with diverse management
• Make better decisions 66% of the time
• Are 3x more likely “to feel excited by  and committed to organization missions”

…and the list goes on. And today’s workers (largely Millennials with Gen Z not far behind) WANT to work on a diverse team.

Bottom line: Focusing on diverse hiring, policies, and practices is well worth the effort and cost!

If your team needs help getting started or managing diversity in the workplace, contact BlueLion today at info@bluelionllc.com or 603-818-4131 to learn how our HR consultants can guide the way.

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

If you haven’t used social media for recruiting before, you may be wondering if you really need to learn and manage another way to find new candidates. According to statistics, yes! Zippia found that 79% of job seekers use social media while searching. It’s where young candidates hang out: 73% of job seekers aged 18-34 found their last job through social media.

Read on for some benefits of social media recruiting and how to think outside the box to leverage social platforms for your hiring strategy.

Benefits of Social Media Recruiting

Connect with Passive Candidates

It’s not all about active candidates. What about those who may not be looking but would be open to a new opportunity if it were the right one? Passive candidates make up 37% of US workers, and 82% of employers use social media to recruit them.

Simply put, social recruiting works! It gets your job openings in front of those you wouldn’t reach otherwise because they’re not looking. After all, most people are on some form of social media. That way, a candidate who comes across your job listing can check out your company’s social media and decide if they want to apply—in which case, it means they think your role and business are a good match!

Screen & Spot Talent

Employers can also use social media to check out potential candidates. You can get to know them and possibly get a glimpse of their talent and witness their passion through their posts. 

Many people talk about their work, interests, and hobbies via social media, meaning you can get a good initial picture of a candidate. What else keeps them busy? What do they care about? This can indicate if they’ll fit in with your team’s culture.

On the flip side, you can quickly see if someone has a negative social media presence based on their content and rule them out.

Shorten the Recruitment Process & Save Money

According to the Society of Human Resource Management (SHRM), it takes employers an average of 44 days to hire a new employee, and the average cost per hire is $4,700. That’s a lot of time and money!

Social media recruiting is free or low-cost. Post organic content from your company profiles at no additional cost. Even if you want to hone in on your ideal candidates, you can invest in paid ads and stay within budget. While job boards can be effective, they’re also expensive, and you can’t be sure you’ll reach the right prospective employees.

Social hiring speeds up the process by helping both employers and candidates quickly decide if it’s a good fit and streamlining the application process. 

Highlight Your Company Culture & Brand

Currently, millennials comprise nearly 40% of the workforce, with Gen Z at 6% and counting. Both generations have a common desire for a positive, transparent company culture that aligns with their values and supports work-life balance.

Social media recruiting effectively showcases your culture and brand, from behind-the-scenes photos and videos to sharing your business practices, employee benefits, and team activities. This allows you to give candidates a sneak peek of what life is like in your workplace.

7 Steps to Maximize Social Media Recruiting

1. Set Your Recruitment Goals

Know your goals before recruiting—this will guide your social media recruitment strategy. Outline key performance indicators (KPIs) that will help you track how your social hiring is working, such as a job posting’s reach or traffic. How will you measure success and determine when and how you should make changes? Start with these KPIs!

2. Create an Ideal Candidate Persona

Consider the experience, characteristics, and skills you’d want to see in a candidate for the job opening. This will help you identify the best social media platforms to reach them and craft messaging around their job goals and desires. When you create an ideal candidate persona, it will help you target the best-fit candidates.

3. Choose the Social Platforms That Make Sense

Next, think about where your ideal candidates hang out online. LinkedIn is often the first platform that comes to mind when discussing social media recruiting, but it’s certainly not the only option—and it may not even be the best option for you!

Thanks to its advanced search function, LinkedIn is great for corporate roles and searching for particular skills and experience. However, if you own a construction company, you might be more likely to find prospective team members on Facebook. Facebook allows you to: 

• Leverage Facebook groups: You can find business/network groups, city/town groups, or industry-specific groups to share your job postings, connect with others in your industry, and find local talent.
• Create job postings: If you have a Facebook business page, you can add job postings, too, which will show up under “Jobs” on your page. 
• Target with paid boosts: You can quickly and affordably target candidates even more precisely with paid boosts, which let you specify locations, work experience, and education.

On the other hand, if you’re looking for a professional in the creative field, you might use a visual platform like Instagram. Or, if you’re recruiting for a technical position (e.g., engineers or programmers), you might check out discussion boards. These channels don’t necessarily offer job posting functions, but you could begin by building relationships through conversations and posting about current openings. They also have paid ad options.

4. Establish a Social Media Presence

If your company is new to your platform of choice, you’ll want to build up a presence before you dive into social media recruiting. 

That means ensuring you have established a consistent brand voice and message. You’ll also need to post appropriate content types based on the platform. For example, you’d want a mix of photos, videos, text, and links on Facebook. While Facebook allows text-only content, it’s not ideal, so include visual content in your posts and job descriptions.

Post regularly to build a community and help your audience get to know your brand. This will help you become an authority in your industry, including potential candidates and those who are not yet candidates but could be in the future! You might even host specific networking events based on the types of candidates you want to attract. 

For example, an HVAC business aiming to diversify its workforce might host a “Breaking Barriers in HVAC Networking Event” focused on creating new opportunities for minorities and marginalized groups. Promoting this conveys the company’s values and fosters goodwill.

5. Get Your Team Involved

Use your current happy team members to spread the word! Every employee has their own network, so why not take advantage of it? Ask your staff to share job openings along with their experiences with your company on social media. While you can’t mandate this and may have a social media policy with rules for discussing work, encouraging them to share their experiences constructively can connect your brand with potential candidates.

6. Tell Them How to Apply

Ensure your job listings and related social media posts clearly explain how to apply and the next steps! You may have them complete an online application or email the hiring manager. Whatever your process, make it easy for both candidates and your team. If they can’t figure out how to apply from the post or it’s too complex, they may give up, thinking it’s not worth it. 

After all, social media recruiting should make hiring more accessible and efficient!

7. Assess & Adjust as Needed

Be sure to analyze the performance of your social hiring content, revisit your goals, and adjust accordingly. Remember, you can try one platform and strategy at a time to find out what works best for your business. Patience is vital, so give your content and techniques long enough to determine what is effective or needs changes. 

Then, tweak and try new things as you learn, and always ensure they align with your overarching business and recruitment goals.

Start the Conversation with Social Media Recruiting

As Millennials and Gen Z combined make up nearly half of the workforce and continue joining, social recruiting is becoming a must. And it’s not all about LinkedIn—those in various fields, from landscapers to auto mechanics to painters to hospitality workers and many in between, can leverage platforms like Facebook and Instagram to reach new candidates!

The key is to create a consistent, authentic social media strategy and naturally incorporate recruitment content into it.

Do you need support optimizing your job descriptions and incorporating social media recruiting into your talent acquisition strategy? Contact BlueLion today at info@bluelionllc.com or 603-818-4131, and we’ll help you level up your hiring efforts!

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

BlueLion does NOT offer this as part of our services! While we are concerned with the humans within your organization and ensuring your company remains compliant, these statements are better left to pros like branding and marketing strategists. 

However, we DO believe that a meaningful mission, vision, and values are vital to building a successful business and team. After all, they are guidelines for what drives your business, how you conduct it, and how you interact with everyone, from your employees to your clients to your community.

Whether you’re launching a new company, you feel it’s time to revisit them, or you’ve been operating without defining them, it’s never too late to hone and share these brand statements with your team and stakeholders. Below are some tips and best practices for developing your mission, vision, and values.

Understand the Difference Between Mission, Vision & Values

Before you even begin this process, you and every other team member involved should understand the difference between your mission, vision, and values. Let’s define and break down the importance of each from an HR perspective.

Mission Statement

Your mission statement should outline the purpose of your organization. It should answer the question, “Why does the company exist?” Simply put, it should address what your business offers, who you’re selling to, and why you do it.

Regarding HR, your mission statement will help align recruitment, onboarding, and employee development processes with your company’s core purpose. It also helps potential and current employees understand the company’s overall goals and the contribution they can make toward achieving them.

Vision Statement

When it comes to your vision, it’s time to look ahead and think big! This statement describes the organization’s desired future state or long-term aspirations. It paints a picture of what success looks like.

The vision statement influences long-term talent acquisition and talent development strategies. It also helps employers attract candidates who are aligned with the organization’s future direction and motivates employees by providing a clear sense of purpose.

Values

Values are the core principles and beliefs that guide the behavior and decision-making of individuals within the organization. They define how your team will achieve the mission and vision.

Your HR and leadership team should keep your brand values front-of-mind during people processes such as recruitment, performance management, and employee engagement. Use them to:

• Assess cultural fit during the hiring process
• Develop training programs that reinforce your values
• Resolve conflicts or ethical dilemmas in alignment with your values

Overall, clear and compelling mission, vision, and value statements are critical to your employee relations because they help you:

• Attract and Retain Talent: You’ll attract candidates who resonate with the company’s purpose and culture. Solid messaging also helps retain employees who feel connected to the organization’s goals.
• Guide Decision-Making: When HR decisions align with the brand’s mission, vision, and values, you’ll experience consistency and a cohesive organizational culture.
• Drive Employee Engagement: Employees who understand and identify with these statements are more engaged, committed, and motivated.
• Enhance Performance Management: Values can serve as criteria for evaluating employee performance, ensuring that individuals’ behaviors align with the organization’s ethical and cultural standards.
• Facilitate Change Management: During periods of change, a strong brand identity can provide stability and help employees navigate transitions more smoothly.

Make it a Team Effort

These brand statements certainly shouldn’t be created in a silo. Be sure to include all relevant individuals in the process, including your leadership team, staff, internal stakeholders, and board of directors, if applicable. Hearing from people in all areas and levels of the company offers powerful perspectives and ensures your statements are truly all-encompassing.

To do this effectively, be sure to: 

• Hold a structured brainstorming session or series of meetings
• Send an agenda before each meeting so attendees have time to come up with ideas and prepare
• Record every meeting and/or have a dedicated note-taker and send the recap afterward

As you write your mission, vision, and values, you should also keep your ideal clients in mind. Ask yourselves:

• What are their pain points or desires? 
• How will you help them overcome or achieve their goals? 
• What kind of language do they use?
• How do existing clients talk about your brand and offering?

Ensure your statements align with the expectations and needs of your customers, employees, shareholders, and any other stakeholders.

Create Concise & Impactful Brand Statements

Aim for clarity and brevity in your mission, vision, and values statements. They should be easy to remember and communicate. And forget the fluff—get to the point in explaining what you do, why you do it, how you do it, and what you’re working to build!

Mission and vision statements are typically one or two sentences each. Value statements can be a few key principles, whether you choose several words and explain how your team lives them out or come up with a few unique phrases and define them.

Make your brand statements more impactful by making them different. Don’t try to mimic others in your market. Instead, consider:

• What sets your business apart from the competition? 
• What do you do differently? 
• How do you plan to change and improve the industry?
• How did your organization get started? 

Your story alone will help you stand out, even in a competitive industry!

Communicate Them Effectively

Once developed, communicate your mission, vision, and values throughout the organization. Ensure that every employee understands and embraces them. This will make them ingrained in your corporate culture! You can do this by: 

• Incorporating them into the onboarding process and explaining them to new hires
• Including discussions and activities in employee training and development to reinforce them
• Posting them throughout the workplace, such as office walls, common areas, or digitally on your intranet or internal communication platforms
• Including them in the employee handbook
• Adding them to job postings and recruitment materials
• Displaying them on your website, typically on the “About Us” page
• Sharing stories and updates via social media and press releases to demonstrate how the organization is living out its mission, vision, and values
• Recognizing and rewarding employees who exemplify the company’s values

Effective communication of your brand statements should be ongoing. They’re not static documents but living guides that shape the organization’s culture and decision-making!

Test & Refine Them

As your company evolves, your mission, vision, and values might shift, too. It’s important to revisit them occasionally to ensure they accurately reflect your organization’s identity and resonate with stakeholders. Consider reviewing your brand statements every two to three years or when:

• Your business experiences significant changes like mergers, acquisitions, rebranding, marked growth, or shifts in strategic direction
• Employees, customers, or other stakeholders consistently express that the statements don’t align with the company’s actions or culture
• Your business faces a crisis or reputation challenges, and you need to reaffirm your commitment to ethical conduct and corporate responsibility
• You feel your statements no longer stand out or sound too similar to your peers or competitors
• The company experiences high employee turnover or low engagement, which could signal a misalignment

Whether you recognize one of these trends during a routine review or a major occurrence has you revisiting your brand statements, you can test and update them by first discussing and gathering feedback from your internal team. Then, you may seek feedback from clients and partners.

Regardless, ensure your mission, vision, and value statements are aligned, clear, and consistent during every review. And always ensure your team approves and relates to them!

Building a Brand with a Mission

Your company’s mission, vision, and values guide everything from your marketing to your operations to your community involvement. And how you live them out will influence your brand’s reputation. 

As for your people processes, your brand statements are vital to attracting, developing, and retaining talent while fostering a culture that aligns with the organization’s goals and principles. They serve as a compass for HR decisions and actions, ultimately contributing to the success and sustainability of the business.

While BlueLion may not develop mission or vision statements or values, we are passionate about helping you and your team embody yours! If you need guidance on strengthening your workplace culture and incorporating your brand message into more of your HR processes, contact BlueLion today at 603-818-4131 or info@bluelionllc.com.

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

During COVID, flexibilities were implemented, allowing employers to conduct remote I-9 verification. With this exception expiring on July 31, 2023, the new rule comes just in time.

Here’s a quick breakdown of everything you need to know about the new Form I-9 alternative procedure.

Who is eligible to use the I-9 Alternative Procedure?

Only employers in good standing in E-Verify are qualified to use the new remote procedure. Once enrolled in E-Verify, you’ll have to create a case for all newly hired employees at each hiring site enrolled in E-Verify. This applies whether or not you use the alternative procedure.

How do employers conduct document verification?

1. The employee must transmit a copy of the document(s) to the employer, ensuring it includes both front and back.
2. You (or an authorized representative acting on your behalf, like a third-party vendor) must review the complete copy of the Form I-9.
3. Conduct a live video meeting with the employee, during which they must present the same document(s) to ensure it appears genuine and accurately represents the individual.
4. Complete the corresponding box on the Form I-9 indicating that an alternative procedure was used to examine it to complete Section 2 or for re-verification.
5. Retain a clear, legible copy of all documents (both sides, if it’s two-sided) presented by the employee.
6. If you are subject to a federal I-9 audit or investigation, you must make clear, legible copies of all identity and employment authorization documentation available for examination.

Once you complete this process, E-Verify will electronically compare the information you’ve entered from the employee’s I-9 to Department of Homeland Security (DHS) and Social Security Administration (SSA) records to validate their documents and identity.

What version of Form I-9 should I use?

The updated Form I-9 is available as of August 1, 2023, and includes a checkbox where employers can indicate they examined the document remotely under the authorized alternative procedure. 

You may continue to use the 10/21/2019 version of the I-9 through October 31, 2023. If you use this version during the grace period, you must indicate that you used the alternative procedure by writing “alternative procedure” in the Additional Information field in Section 2. 

Be sure to start using the new version of Form I-9 as of November 1, 2023!

What if I used the COVID Form I-9 flexibilities?

As long as you have met the conditions, you have nothing to worry about and won’t be required to physically inspect the documentation of those you hired under the flexibilities. That means as long as you:

• Were enrolled in E-Verify at the time of hire
• Created an E-Verify case for relevant employees
• Performed the remote inspection between March 20, 2020, and July 31, 2023

Then you’re in the clear!

However, if you don’t meet all of these requirements, you’ll have to physically inspect the Forms I-9 of each hire before August 30.

Do I HAVE to offer the alternative procedure?

No, it’s completely optional. But whether you do or don’t offer it, you must do so consistently for all employees at each worksite to avoid discrimination.

For example, you can offer the alternative procedure exclusively for remote hires but still require the physical examination process for onsite or hybrid employees. However, you can’t do this for discriminatory purposes or treat employees differently based on their citizenship, immigration status, or national origin.

What if an employee requests physical document examination?

You must permit employees who cannot or refuse to submit documentation remotely to submit their I-9s for physical verification. You may not refuse to do so if the employee requests it.

Stay Up on the Latest Documentation Features & Compliance

Want to use the alternative procedure from now on? We don’t blame you! Just be sure to enroll in E-Verify and have managers complete the required free training on fraud awareness and anti-discrimination. 

We also recommend you have a notary attend the virtual verification and sign off saying they witnessed the documentation signing. Ensure the employees make copies of the documents and send them to you. 

Stay tuned for more guidance from the USCIS as details develop. And if you have more questions about identity and employment authorization or any other documentation requirements and processes, contact BlueLion today at 603-818-4131 or info@bluelionllc.com!

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

Enter the working interview, a unique approach that allows employers to evaluate a candidate’s skills and cultural fit through hands-on experience.

This test-run scenario sounds awesome, right? But before you require a candidate to “try out” the job, you must know the working interview laws. Yep, that includes proper compensation!

In this blog post, we’ll explore the ins and outs of working interviews, including their legality, proper implementation, potential risks, and alternative assessment methods.

What is a Working Interview?

A working interview is an assessment technique where an employer has a job candidate perform tasks or projects relevant to the position they are applying for. This typically comes after the initial job interview and provides a glimpse into how candidates perform in a real work environment and allows employers to assess their skills, work ethic, and compatibility with the team.

Are Working Interviews Legal?

Yes, when you conduct them and classify the worker properly.

While working interviews can be a valuable tool, ensuring compliance with employment laws is crucial. In most jurisdictions, anyone working for a company, even in an interview setting, must be compensated for their time and effort. It means that if a candidate performs work that benefits the company, they must be treated as an employee and receive appropriate compensation.

Conducting Compliant Working Interviews

Employers should follow these key guidelines to conduct a working interview while adhering to legal obligations.

Clearly Define the Purpose

Clearly communicate to the candidate that the working interview is part of the assessment process and not a trial period of employment. Make it explicit that they will receive compensation for their time.

Determine Fair Compensation

This must be at least the applicable minimum wage. Discuss a fair and reasonable compensation rate for the working interview before it begins.

Make It Official

The applicant should sign Form I-9 and W-4 (for employees) or W-9 (for independent contractors). If you classify them as an independent contractor, ensure they meet the definition as such. Otherwise, classify them as an employee and withhold payroll taxes. 

You should also verify their eligibility, perform a background check (if legal and applicable), and ensure they have any required licenses or certifications before the working interview.

Set a Time Limit

Limit the duration of the working interview to a reasonable timeframe. It should be sufficient time to evaluate the candidate’s skills without exceeding what could be considered exploitative or unfair.

Document the Agreement

Create a written agreement outlining the terms of the working interview, including compensation, duration, and the candidate’s understanding that it does not guarantee employment.

Ensure Compliant Working Conditions

Even for a short-term working interview, you must ensure safe working conditions that comply with OSHA and other federal, state, and local regulations. You may also need to provide reasonable accommodations under the ADA. Finally, notify your workers’ compensation carrier to cover the employee.

Provide Required Training

Assess whether the candidate will need HIPAA training or any other relevant safety or privacy protection training for the work they’ll be doing.

Risks of Non-Compliance

While working interviews can be an effective evaluation method, employers should be aware of several potential pitfalls and mistakes to ensure compliance with employment laws.

Unpaid Working Interviews

The most significant mistake employers can make is conducting working interviews without compensating the candidates. Candidates who perform tasks that benefit the company must be treated as employees and paid accordingly. Failing to do so can lead to accusations of wage theft, which may result in legal consequences and damage to the employer’s reputation.

Misclassifying Candidates

It’s essential to communicate to candidates that the working interview is part of the assessment process, not an employment offer or trial period. Misclassifying candidates as unpaid interns or independent contractors during working interviews can lead to misinterpretation of their legal rights. Improper classification can result in accusations of misclassification, leading to potential legal and financial liabilities.

Exceeding Reasonable Duration

Working interviews should be of reasonable duration to assess a candidate’s skills and suitability for the role. Exceeding a reasonable timeframe could be viewed as taking advantage of the candidate’s labor without providing proper compensation. It’s crucial to define the duration of the working interview in advance and ensure it aligns with industry norms and applicable labor laws.

Inconsistent Selection Criteria

Another risk employers face during working interviews is applying inconsistent selection criteria or treating candidates unfairly. Establishing objective evaluation criteria and using them consistently for all candidates is essential. Biases or discriminatory practices during the working interview process can lead to allegations of unfair treatment and potential legal repercussions.

Confidentiality and Intellectual Property

Employers must ensure that candidates participating in working interviews respect the organization’s confidentiality and intellectual property rights. Establishing clear guidelines and agreements regarding protecting sensitive information and proprietary materials is crucial. Failing to address these concerns can result in the unauthorized disclosure of company information or potential intellectual property disputes.

Conducting working interviews without following legal obligations can damage an employer’s reputation and lead to costly legal battles, so it’s crucial to consult your HR and legal team before conducting one!

Alternatives to Working Interviews

While working interviews offer unique insights into a candidate’s abilities, there are alternative methods to assess their skills and fit for the role:

Skills Tests

Administering skills-based tests can effectively evaluate a candidate’s capabilities without requiring them to perform work for the company. These tests can include written assessments, practical exercises, or online simulations.

90-Day Probationary Period

Implementing a probationary period after hiring allows employers to evaluate a candidate’s performance on the job. During this time, employers can assess skills, cultural fit, and overall suitability for the role before making a final decision. Inform these new employees that they will be eligible for benefits after successfully completing this “acquaintance” period.

Observation/Shadow Sessions

Inviting candidates to observe or shadow existing employees in similar roles provides valuable insights into their potential fit within the company. This approach allows candidates to experience the work environment and interact with other team members without actively performing tasks.

Make Working Interviews Work for You

Working interviews can be a powerful tool for assessing job candidates’ skills and cultural fit, but conducting them legally and ethically is vital. Employers can utilize working interviews effectively without violating regulations by providing proper compensation, setting clear expectations, and adhering to employment laws. 

Additionally, considering alternative assessment methods like skills tests, probationary periods, or observation sessions can provide valuable insights into how a candidate will fit in with your company culture.

Do you need help developing effective and compliant job candidate assessment and hiring practices? Our HR consultants will be happy to guide you! Contact us at 603-818-4131 or info@bluelionllc.com to learn more today.

The information on this website, including its newsletters, is not, nor is it intended to be, legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

And if you’re hiring an employee who will spend a lot of their work hours on the road, whether in their own car or a company vehicle, you’ll want to conduct a motor vehicle record (MVR) check, too!

Don’t stress if you’re wondering what this involves and how to ensure compliance! We’re going to break it down below. You can also consult your HR team and attorney and work with a reputable background check company to make this process simple and legal. 

What is a motor vehicle record (MVR) report, and what does it include?

As the name indicates, an MVR shows an individual’s driving history. This data comes from the Department of Motor Vehicles (DMV) and is usually only conducted for employees whose jobs entail driving.

While the information varies from state to state, an MVR report typically shows: 

• Licensing information, including class, restrictions, suspensions, and expirations
• Driving infractions, such as speeding tickets and moving traffic violations
• Accidents the driver has been involved in (some states include who was at fault)
• Criminal charges, such as driving under the influence (DUI) or reckless driving—although in some states, these only appear on someone’s criminal record, not their MVR.

Pro tip: You may need to run MVR checks in the employee’s current and previous state(s) of residence, depending on the state and job requirements. Check with your local jurisdiction.

How far back does an MVR check go?

Each state has different reporting requirements. The average MVR shows at least three to five years of driving history, while some show up to 10 years. 

Some states base this on the type of violation. For example, look-back periods for standard moving violations, DUIs, and moving violations made in a commercial vehicle may differ.

When should employers run an MVR report?

Employers generally only need to run MVR reports for employees who will be constantly or frequently driving vehicles or operating heavy machinery. You may also run an MVR for employees who occasionally use company vehicles to confirm that your insurance covers them.

Common situations where employers conduct MVR checks include:

• Commercial drivers: Employers hiring drivers for commercial vehicles such as trucks, buses, or taxis typically conduct MVR checks. Compliance with Department of Transportation (DOT) regulations often requires employers to review driving records to ensure candidates meet the necessary qualifications.
• Delivery or transportation services: Companies that provide delivery services or transportation of goods may require MVR checks for employees operating company-owned vehicles. This allows you to verify that individuals have a safe driving history, and you can trust them to transport goods.
• Sales or field representatives: If a job involves frequent travel or requires employees to use their personal vehicles for work-related purposes, such as meeting clients or attending off-site meetings, employers may choose to conduct MVR checks to assess the driving abilities and safety records of potential hires.

Why are MVR checks important for these roles?

Depending on your industry, it is critical to run MVR reports for positions like those listed above for: 

• Safety considerations: If the job requires driving as a significant component, employers have a responsibility to ensure the safety of their employees, clients, and the general public. Conducting MVR checks allows you to assess an individual’s driving history, identify any past traffic violations or accidents, and determine their ability to operate vehicles safely.
• Risk mitigation: By reviewing MVR records, employers can mitigate potential risks associated with negligent hiring or retention. Hiring individuals with a history of unsafe driving behaviors or multiple traffic violations could expose your organization to liabilities, accidents, or increased insurance costs.
• Compliance with legal requirements: Certain industries or positions may be subject to specific regulations or insurance requirements. Compliance with such requirements is essential for avoiding penalties and maintaining the company’s legal standing. For example, transportation companies must comply with Department of Transportation (DOT) regulations, often including MVR checks for commercial drivers.
• Protection of company assets: When employees operate company-owned vehicles or use their personal vehicles for work-related purposes, their driving behaviors can impact the company’s assets. MVR checks help you evaluate the level of risk associated with providing vehicles or authorizing the use of personal vehicles for business needs.
• Insurance considerations: You often need to consider insurance coverage when employees drive for work purposes. Insurers may have specific requirements or guidelines for coverage, including assessments of driving records. By conducting MVR checks, employers can ensure that employees meet the necessary criteria for insurance coverage.

9 Steps to Run a Fair & Legal MVR Check

When hiring new employees, follow these steps to ensure your MVR reporting process is fair and legal:

1. Understand federal and local laws: An MVR is subject to the Fair Credit Reporting Act (FCRA) because it’s considered a consumer report. Additionally, different regions may have specific requirements regarding the permissible use of MVR information, data retention, and applicant rights. Ensure your procedures comply with FCRA requirements and laws and regulations governing MVR checks in your jurisdiction.
2. Obtain candidate consent: Before conducting an MVR check, employers must obtain written permission from the candidate. Use a separate authorization form specifically addressing the MVR check—this should also comply with local data protection and privacy laws!
3. Determine the appropriate time: Decide when the MVR check should be conducted in the hiring process. It is usually part of the background check procedures. Many employers typically conduct MVR checks after the initial screening but before making a job offer. However, this can vary based on company policies and the nature of the role.
4. Engage a reliable screening service: Contract with a reputable screening service or third-party vendor specializing in MVR checks. These services have access to motor vehicle records databases and can provide accurate and up-to-date information.
5. Collect required information: Gather the necessary information from the candidate, such as their full legal name, driver’s license number, and date of birth. This information is crucial for the screening service to retrieve the candidate’s accurate driving history.
6. Comply with fair hiring practices: Ensure your MVR check process adheres to fair hiring practices and complies with anti-discrimination laws. Consistently apply the same standards to all candidates to avoid potential bias or discrimination claims.
7. Review the MVR report: Once you receive the MVR report from the screening service, review it thoroughly. Assess the candidate’s driving history, paying attention to any significant violations, accidents, or patterns of unsafe behavior that may impact their suitability for the role.
8. Use the information appropriately: Make hiring decisions based on relevant and job-related factors derived from the MVR check. Consider the nature of the job, its requirements, and any applicable legal or insurance requirements in your decision-making process.
9. Maintain confidentiality: Treat the MVR report and related information as confidential. Follow appropriate data protection practices to safeguard the candidate’s privacy and comply with applicable regulations.

Running MVR Reports the Right Way

Overall, conducting MVR checks on new hires allows employers to make informed decisions, mitigate risks, promote safety, comply with legal obligations, and protect company assets. 

Just be sure to conduct MVR checks consistently, in compliance with applicable laws, and in a manner that aligns with your organization’s policies and procedures. Consulting legal professionals or HR experts knowledgeable in your jurisdiction can provide further guidance specific to your organization’s needs.

Do you need customized guidance on your MVR checks and processes? Let BlueLion walk you through it and help you establish your policies! Contact us today at info@bluelionllc.com or 603-818-4131.

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

Not necessarily! There are exceptions and risks to employment at will, which vary from one state to the next.

Read on for a better understanding of at-will employment, its exceptions, and its pros and cons.

What is at-will employment?

Under an at-will employment arrangement, an employer can terminate an employee whenever, for any or no reason, as long as it is not illegal (e.g., discrimination or retaliation). At-will employees can also leave their jobs without giving employers an explanation or advanced notice. They can even simply stop showing up!

While at-will employment is the default in almost every state and the District of Columbia, the state of Montana and some employers require just cause. This means employers must have a valid reason for terminating an employee.

Decide what is best for your company and employees and ensure your hiring and firing practices comply with state and federal laws. If you don’t want to hire at-will employees, you might have them sign a different contract indicating their employment is not at-will. Most businesses have separate employment agreements for high-level employees, while the rest of the staff is hired at will.

Exceptions to At-will Employment

Beware of the exceptions to at-will employment, which vary by state.

Violation of Public Policy Actions

Most states prohibit employers from terminating employees for reasons that violate public policy. For example, it may be illegal to fire an employee for filing a workers’ compensation claim, reporting workplace safety violations, or refusing to engage in illegal activity.so

Making & Breaking Implied Contracts

Even without a written employment contract, an implied contract may exist between the employer and the employee. This may occur when an employer makes promises to the employee that are not reflected in the written employment agreement, or when the employer’s policies and practices suggest that employees will only be terminated for cause.

Employers can even get in hot water with seemingly innocent comments, such as a hiring manager telling a candidate, “We never fire anyone without good reason.” The candidate could take this to mean they can only be fired for just cause.

Breach of Good Faith & Fair Dealing

Select states have made it illegal for employers to fire employees to avoid obligations like paying earned commissions or retirement benefits. While only 11 states recognize this implied covenant of good faith and fair dealing, it’s best practice for employers to honor these obligations to their employees.

Discrimination & Retaliation

It should go without saying, but employers cannot terminate employees for reasons that violate state or federal anti-discrimination and anti-retaliation laws. For example, it is illegal to terminate an employee based on race, gender, age, disability, or religion. Similarly, you can’t fire workers for engaging in protected activities such as reporting workplace discrimination, harassment, or other illegal activities.

Collective Bargaining Agreements

Unionized employees may be protected by collective bargaining agreements that specify the terms and conditions of employment, including the circumstances under which employees can be terminated.

Contract Workers

If your business hires independent contractors, you must follow the terms in the agreement you’ve both signed. This means contractors are often exempt from at-will employment.

And remember, just because you’re not required to give an employee a reason for termination doesn’t mean you shouldn’t. Providing a valid reason (along with ample documentation) will minimize your company’s exposure to unemployment claims and potential litigation.

Pros & Cons of Hiring At-will Employees

As you debate what’s right for your organization, consider how at-will employment could affect your business and your team.

Pros of At-will Employment

• Flexibility: At-will employment provides flexibility to both employers and employees. Employers can adjust their workforce as necessary without drawn-out negotiations and discussions. This allows them to let go of subpar employees and those causing problems immediately since they’re not required to give advanced notice. Employees are also free to leave their job if they find a better opportunity.
• Cost-effective: At-will employment can be cost-effective for employers, as they can avoid lengthy severance packages, litigation, and other expenses associated with terminating employees. No more having to negotiate salaries or even continue paying employees who aren’t a good fit or those you can’t afford during an economic downturn.
• Productivity: At-will employees may be more productive because they know their job is not secure, and they must perform well to keep it. And it allows employers to promote and reward team members based on their hard work and potential.

Cons of At-will Employment

• Lack of job security: At-will employees may feel insecure about their job because they can be terminated at any time without any cause or notice. This, in turn, can negatively impact morale and make employees hesitant to share concerns or negotiate for themselves.
• Short-staffing: If at-will employees quit suddenly, it could leave the company in a lurch—especially if multiple staff members leave at once.
• Difficulty in attracting talent: At-will employment can make it challenging to attract top talent, as candidates may prefer a more secure employment relationship.

Final Thoughts on At-will Employment

While at-will employment can provide flexibility and cost savings for employers, it can also create job insecurity and staffing complications. Business leaders should consult with their HR team to evaluate their organization’s specific needs and culture to determine if at-will employment is the best option for their workforce.

Do you have questions about at-will employment? Or do you want to ensure your organization’s hiring and termination practices comply with state and federal laws? Let BlueLion’s HR professionals guide the way! Contact us at 603-818-4131 or info@bluelionllc.com to learn more today.

• 46% think the economy is currently in a recession
• 22% don’t believe we are in one but will be within a year
• 41% are shifting financial behaviors to prepare for a recession
• 41% say they aren’t able to prepare but wish they could

While many consider the recent layoffs, particularly in the tech industry, as a sign of an impending recession, the unemployment rate is only 3.6% as of February 2023. For context, from 1948 until 2023, it averaged 5.73%.

That said, we already know that people are concerned about the impact of inflation. And with the unprecedented events of the last three years and the uncertainty of our economic future, it’s wise to recession-proof your small business and employees. Keep reading for five key tips.

Assess Your Personnel & Retention

Whether in or preparing for a recession, it’s always a good time to evaluate your team from leadership to staff level. Consider:

• Who are your top performers, and how can you retain them?
• How is each employee and department’s productivity?
• Who is struggling and why?
• Are they receiving the necessary support and resources they need to succeed? 
• Do you have the right people in the right positions?

Collaborate with your internal human resources department or invest in an outsourced HR consultant to ensure you’re making optimal hiring and employee retention decisions. This will help you scale appropriately and lower your chances of having to make layoffs later.

Hire Strategically

If you are concerned about your small business’s payroll costs, consider alternatives to full-time employees. Outsource some work to freelancers or independent contractors. This is ideal for specific tasks and projects that ebb and flow.

Consider hiring part-time employees, or even remote employees (both full- and part-time) in locations with a lower cost of living. However, check each state’s wage and labor laws and other requirements you’ll need to follow regarding foreign qualification registration, payroll taxes, or sales taxes.

Communicate Openly & Often

Frequent and transparent communication is crucial to maintaining positive morale and preventing employee stress as you recession-proof your business. If they are left wondering about the state of the business, assumptions and rumors about everything from job security to essential processes will swirl. This could result in unnecessary panic, workplace conflicts, and turnover.

Instead, share regular updates to:

• Inform employees how the business is performing 
• Share what you’re doing to take care of them
• Remind them of the company mission and values to strengthen the feeling of connection
• Recognize those who have stepped up even during challenging times
• Share concerns honestly and delicately, along with steps of how you will handle them

Get Employee Insights

Speaking of employee communication, why not look to your team for input first? After all, they have direct insight into your daily operations. Ask them for ways to reduce business expenses, streamline processes, and ideas for future growth. Can you:

• Eliminate certain tools, equipment, or subscriptions? 
• Find more affordable options? 
• Build new partnerships? 
• Enter a new market?
• Add a new solution with high demand?

Your employees will know best! Plus, asking for their input will make them feel valued.

Provide Tools & Resources

Help employees prepare for a recession by reminding them of the available resources and, if possible, offer other financial support. This doesn’t necessarily mean your small business has to incur new expenses—simply promote existing programs, like:

• Employee Assistance Program (EAP): This typically includes some counseling services, referrals, and other mental health support for those struggling.
• Health & Wellness Perks: Whether fully subsidized or discounted, additional benefits like gym memberships can help employees stay healthy while saving.
• Financial Resources: If you offer one, encourage workers to take advantage of their retirement accounts and advisors. Resend the plan information and enrollment instructions.

We may not be in a recession yet, but if recent history has taught (or reminded) us of anything, it’s that we must prepare for the unknown. One of the most important ways to protect your small business is by first protecting your employees. By operating with your team front-of-mind, you’ll:

• Foster a positive workplace culture and loyalty even during tough times
• Promote growth thanks to an engaged team
• Reduce personnel and financial risk
• Lower business expenses without having to lay off employees

Do you need guidance in optimizing your team’s efficiency, preparing for a recession, and supporting employees during uncertain times? Contact our HR professionals at 603-818-4131 or info@bluelionllc.com today to learn how we can help!