Hyrell Blog

When Do You Run a Background Check?

Amber Cowham — Tue, 05 Dec 2017 15:35:00 GMT

Our friend, Amber Cowham, stopped by this week to help us understand the importance of background screening to the health and stability of your organization. Amber’s the Corporate Trainer at Verified First, where she and her team offer premier background and drug screening services featuring robust, customizable search solutions.

Don’t trip up on timing!

For the vast majority of businesses, performing a background check is an important part of the hiring process. But have you considered when in that process the background check should occur? The timing of running a background check on a candidate is becoming more relevant as the laws concerning screening continue to change. More and more, the evidence speaks to performing background checks only after a conditional offer of employment, and not before.

Here are a few factors to consider about the timing of background checks.

Equality

Are you picking and choosing which applicants run background checks on before writing an offer of employment? You may become liable for disparate treatment of candidates. Performing a background check may also expose protected status information, such race, age, and sex, which cannot be used in hiring decisions. Waiting to perform screens until after a conditional offer of employment could help show that you treated each candidate fairly and without discrimination.

Laws

If you’re hiring in a “ban-the-box” state, then you’ve already taken steps to remove the questions about criminal history from job applications. But some ban-the-box jurisdictions have gone farther than just the box itself. Some states specify that employers cannot ask about criminal history before an interview, and other states, like Hawaii, have outlawed performing a background check before a conditional offer of employment. The overarching trend of the laws is to determine the criminal history of a candidate as late as possible in the hiring process, specifically after a conditional offer.

Cost

No one is a stranger to budget issues. Using background screening early in the hiring process means screening multiple candidates for each open position which quickly becomes expensive. It can be more cost-effective to wait until there is only one candidate to screen. While there may be times that the final candidate has their offer rescinded due to the results of the background check, screening the runner-up will be more affordable than screening every candidate.

Later Is Better

We’re used to the rush of wanting everything now, now, now. But when it comes to running a background check, timing is critical and later is better. Consider editing your company’s background screening policy to specify that reports will be ordered after the conditional offer of employment.

Timing of screening was one of the topics we discussed in our recent webinar, Pitfalls to Avoid in Creating a Background Screening Policy. To learn more about creating your own background screening policy, watch the full webinar recording today!

5 Keys to Auto Dealership Hiring

jessica.palmeri@hyrell.com (Jessica Palmeri) — Wed, 07 Jun 2017 14:02:00 GMT

Tackling hiring in the auto industry is notoriously difficult. From skyrocketing turnover, to the constant demand to create an engaged workforce, recruiting in the auto industry is nothing short of a challenge.

But the industry is changing. New technologies are helping dealerships to focus on the best-fit candidates that will bring the most value to the organization (while mitigating turnover).

We recently sat down with DealerELITE.net to understand the state of the industry and what current trends will impact dealership hiring in the future.

Here are 5 key takeaways from our conversation with Chris Saraceno, the Vice President/Partner of Kelly Automotive and Founder of DealerELITE, Mike Poskey, the President and CEO of Zerorisk HR, and our very own Pat Clark, the Co-founder of Hyrell.

#1. HR is Becoming a Priority in the Auto Dealership World

Pat Clark: “Dealerships are run on systems. I think what's interesting though, is that the HR component specifically has probably been underappreciated and undervalued in the sector, but now it's starting to catch up... if people are important as we say they are, we should probably put the systems and the tools and the technology in place to make sure that [hiring] is accurate.”

#2. Personality Testing is Out. Emotional Intelligence Measurement is In.

Mike Poskey: “I've seen a shift and a growth from more of the behavioral or personality measurement to more of the emotional intelligence measurement. And there are studies that have shown that emotional intelligence competencies are about 80% of the essential competencies that correlate to successful performers in a workplace.”

#3. Put Yourself in the Applicant’s Shoes...

Chris Saraceno: “You need to be where people are, so you've got to be advertising and marketing at the right area. You've got to get back to people quickly, especially the talented people, because the talented people get jobs quickly and the rest are still waiting. And make sure that you are out there in the best light.”

#4. Communicate. Communicate. Communicate.

Pat Clark: “Almost 40% of applicants never receive any type of reply from a job application from a company. If you're not going to even reply to the folks that apply to a job with you, if you're not going to give them the time to even reply, you're putting yourself on a bad foot from the start. If your technology doesn't allow you to quickly reply to every applicant, you've probably got the wrong technology stuck in place.”

#5. Stop Millennial Turnover in its Tracks

Mike Poskey: “Really, what [millennials are] looking for is mentors and coaches. They're looking for relationships, they're looking to be paid for performance, they want communication, they want trust. They want those flexible schedules so that they could have a good work-life balance, and they want a competitive compensation package and that includes their benefits along with their pay.”

To hear the full DealerELITE discussion, click play:

Want to improve your hiring? Download our case study to learn why the Jarrett Automotive Group hires better candidates with Hyrell’s Applicant Tracking Solution.

How Many Clicks Does It Take To Fill Out Your Job Application?

jessica.palmeri@hyrell.com (Jessica Palmeri) — Tue, 28 Mar 2017 13:10:00 GMT

A candy commercial from the 1960s famously asked: “How many licks does it take to get to the center of a Tootsie Pop?” Recruiters and HR professionals need to answer a similar existential question: “How many clicks does it take to finally complete your job application?”

If you’re seeing a lot of drop off (or not getting enough qualified applicants), maybe it’s time to stop blaming the talent pool and start looking at the potential faults in your own job application process.

Take Your Application for a Test Drive

The best place to start is to do an internal application audit. Don’t just quickly glance through the questions. Block out some time in your busy schedule and fully apply for one of your company’s open positions (with 100% real answers!). Time the process from start to finish and see just how long it takes to submit a standard application.

While you're at it, ask another HR staffer to run a test, and compare notes. See where you can cut questions, which sections are the least user friendly, and where you can simplify from start to finish.

Never Ask the Same Question Twice

You might be asking for the same information over and over again, and not even realize it. Do candidates need to upload a resume AND input a full list of past employment experiences AND fill out an entire education history? If so, applicants are likely fed up by filling out the same information in multiple places. Not to mention, it reflects poorly your company, because it shows that you don’t see the redundancies in your own application process!

While every HR pro loves having lots of applicant data at his or her fingertips, consider the opportunity cost. Remove as many “barriers to entry” as possible and strive to make make the application process short and sweet.

Pay Attention to Applicant Attention Span

Take a long, hard look at how many questions you include, and how those questions are presented. Are job seekers endlessly clicking “Next” to answer pages and pages of yes or no questions? Or does your application include a “progress bar” to let job seekers know just how much more is expected of them?

Try to find ways to keep job seekers engaged, and be mindful of just how much time you are asking each candidate to spend on your application process.

Be Position Specific

While you’re cutting out questions, make sure to only ask for the most essential information up front. Remove "warm and fluffy" questions, like "Are you able to communicate effectively and problem solve with others?" (Honestly -- even if you knew in your heart of hearts that you were a difficult person to work with, would you really indicate that on a job application?)

Any good HR pro also knows that applications should vary on a position by position basis. Depending on what position you are hiring for, you can make the application more simplistic (or sometimes unnecessarily complex). If you are hiring for a position that is notoriously difficult to fill, only collect the basics, and follow-up for the rest later.

Keep Compliance in Mind

Finally, we can’t forget compliance! From EEO to OFCCP, there are multiple, ever-changing factors that HR professionals need to be aware of when designing the perfect job application. What was once a perfectly legal question to ask on a job application (or in an interview!) can now land you in hot water. Plus, new ordinances and initiatives can change the legal landscape and add yet another layer of complexity to your process. For example, Ban the Box can help some companies eliminate entire conviction sections, encouraging you to consider a new pool of potential applicants.

(But here’s an important disclaimer -- don’t rely on our word for legal advice!) Once your HR team has created an application, make it a priority to have an actual attorney review your work. This way, there are multiple parties involved to ensure a top notch application that is fully compliant, especially if your business operates in multiple states nationwide.

At Hyrell, we’ve got the template you need to make writing a killer job description quick and easy. Download our free guide to start attracting and hiring the best applicants possible.

How to Fight Career Plateaus in Your Organization

emily.bifano@hyrell.com (Emily Bifano) — Tue, 28 Feb 2017 15:00:00 GMT

As Jeff Boss explains, there are 5 Signs Your Employee is in Dire Need of a Promotion:

They only complain 'up.'
They find solutions.
They hold their peers accountable.
They shift their thinking from 'me' to 'we.'
They outperform their peers.

But what happens if you don’t give him or her the promotion needed? The obvious path is the employee will leave the organization and take his or her talents somewhere else.

Another option is hitting a career plateau. A career plateau is hitting a roadblock of sorts in your career where there is no upward mobility within the organization. Employees who feel their careers have plateaued could be less engaged, less productive, and have lower job satisfaction.

Here are three proactive ways that you can prevent your employees’ careers from plateauing before it happens!

Encourage Employees to Apply for Openings

Organizations benefit from fresh talent all the time. The same can go for internal departments. When a current employee transfers to a different department it can be very beneficial for both the organization and the employee.

The employee already knows the culture and what the organization is about, which means the “new” hire is essentially skipping the first month of a new job. Additionally, he or she can bring knowledge from another area in the company and improve existing processes. Many employees are fearful of applying for internal positions because they don’t want to offend their current supervisors. Let employees know that internal applicants are not just accepted for new openings, but they are encouraged!

Pay Attention to Employees’ Competencies

Since our economy has come out of the recession the job market is a different place. College graduates may have taken jobs that left them underemployed, and possibly underutilized. Which means you might have an untapped resource on your hands.

During the recession some companies cut back on hiring. As a result, a graphic designer may have taken a more entry-level job in an unrelated department. Don’t let those skills go to waste! If you know of someone who can benefit from cross training, find opportunities for him or her! There might not be a full time opening in the department, but six hours a week on your creative team can stimulate an employee’s interest and add fresh blood to other areas of your organization.

Don’t Let Employees Get too Comfortable

Change is not always a bad thing. While there are some employees that do what they need to do and are satisfied by that approach, others want to be challenged and constantly develop new skills.

Allow employees to join task forces or special teams to mix up their job duties. If there is an industry conference the company regularly attends, don’t always send the same people, give others a chance to learn and engage. If the budget allows for it, give tuition assistance or reimbursement for continuing education. When employees are back in school they can learn new trends and keep your organization up to date while bettering themselves as employees.

If you think your job descriptions could use some help, we’ve got the details you need to make writing them as easy as possible. Download our guide to start attracting and hiring the best applicants possible.

3 Questions to Help You Cross the Recruiting Finish Line

emily.bifano@hyrell.com (Emily Bifano) — Wed, 08 Feb 2017 15:00:00 GMT

Cheesy coaching and athletic stories tell us to "envision our end result." Then we will know how to get from Point A to Point B. Although we all scoff at motivational speakers for saying these things, maybe they are onto something. While you are not training for a marathon as you are sifting through resumes (or maybe you are), you can still employ the “picture yourself crossing the finish line” philosophy.

When you have an open position, once your job description is ready to go, take a step back before posting. Try to picture what qualities you would like in the person filling that role. Everyone wants the hardworking, detail oriented, collaborative candidate to walk through the door. But there are other items to consider (such as your time frame and what skill set the person needs) before you can start weeding out the less than desirable candidates that apply.

Question #1: Am I in a time crunch or is time on my side?

Time Crunch

Sadly, this is typically the hiring reality and is not necessarily the best practice to employ. There are tips to make “time crunch recruiting” effective. Most people look for jobs Monday through Thursday, and not during the hectic holiday seasons. Post positions when people are looking to ensure you are getting the most visibility. Review your applicants in a timely manner. The more engaged you are with applicants when they come in, the more they will return the favor. Make sure you block off time on your schedule. If you need to hire quickly, you need to be available to screen candidates and schedule interviews. Jobs won’t fill themselves!

Luxury of Time

Even if you do have a lot of time to fill a position, candidate engagement is still extremely important. If you wait a few months before looking at applicants, the best ones could have already accepted another job offer. Instead of posting and waiting, start by thinking of team members you could add to your hiring process. You are typically looking for team players to add to your organization, try including the ones who are already engaged in this team spirit mentality. Some companies are always hiring, (ex: sales reps and nurses) since they constantly have a need to fill core positions. In situations like this, you may not know when there will be a vacancy for important positions in your company, but having a continuous applicant pool can be beneficial to your company long term. This way, when you found your “diamond in the rough,” you can make your star candidate an offer before you are in a staffing crisis.

Question #2: Do I need someone with proven experience or a potential to grow?

Proven Experience

A seasoned professional is a great addition to any company. He or she will bring industry and job specific knowledge to the team. Who knows, seasoned pros might even have insight on the strengths and weaknesses of your main competitor! He or she can bring in fresh ideas to the company through his or her proven track record. If a job requires certification or knowledge in a certain area, seasoned pros will most likely have those skills added to their resumes. It can save your company time and energy to get your new hire up to speed (not to mention endless training seminars).

But there is a price tag associated with this “ready-on-day-one” hire, and the magical compensation range of “Depends Upon Skills and Experience” may not work in your favor. Workers with more experience, traditionally will expect the same amount of money they are being paid at the current job (if not more). Business is a place where “who you know” is important. Experienced job candidates could already be connected with people that can truly help your company, whether that be from a strategic or personnel standpoint.

Potential to Grow

Minimal training hours can be appealing. If you hire someone with loads of experience, there might not be a lot to teach them. However, hiring employees with lack of experience can be beneficial for you too. Most of us become “set in our ways,” whether that be at work or at home. But…(ah-ha!) if someone does not have much experience, your new hire can be trained exactly how you want the job done. Who would not want to create his or her own protégé?! The words “At my old job…” will probably not be uttered. You will need to spend more training new college grads to get them up to speed skillwise. But recent college graduates can be some of your best employees. While they may lack the experience you desire, young grads are special in their own ways. They are tech savvy and eager to learn!

Question #3: Do I need a specialist or generalist?

Hiring a Specialist

Larger companies often have more employees on their rosters. There is a person assigned to a department and the department is broken down even further. Since larger companies have a larger budget, they can afford to hire more employees with specialized sets of skills. Larger companies already have the basics down. As the company matures and develops, it develops a new set of needs, therefore, you recruit based on the needs of the organization. Take a look at the HR department, large companies will have recruiters, trainers, benefits, and employee relation specialists. Since each person would be more focused on an area, they become the “go to” person for items in his or her area of expertise.

Hiring a Generalist

Companies just starting out, or those smaller in size, are operating on a limited budget and may not have the workload to support hiring several specialists. In a small company the ability to work cross-functionally is essential. Employees need to step up in any situation and that is something a generalist is more apt to do. Hiring a generalist is a great way to bring in fresh, new talent. Generalists may not know what area of their field intrigues them the most. Since a generalist will be getting a taste of everything, he or she can figure out what is the best fit. As the employee is growing into the role, the company is growing as well. When the company needs to look for someone more specialized, you will realize that you have been fostering your own talent all along.

With the right applicant tracking solution in place, you can focus your attention on improving team productivity. For help choosing the right application tracking solution, check out this free eBook.

3 Ways to Implement HR Technology with Ease

emily.bifano@hyrell.com (Emily Bifano) — Thu, 19 Jan 2017 15:00:00 GMT

If you have not implemented HR technology with a company before, it can be a challenging and trying experience. It is not the same as training your employees on sexual harassment or OSHA rules. If you are implementing a new software to your employees, it is just that -- new. You might not even be familiar with the product, but you are trying to teach others.

Prior to implementing any software with your company, make sure you are comfortable with it. After all, you are going to be the go to person for all of the questions. Once you are prepared, follow these three simple steps to look like you have implemented HR software millions of times before...

Inform Stakeholders Upfront

For an implementation to go smoothly, you need support. The last thing you want to do is fight an uphill battle. Companies choose to utilize technology to make employees’ lives easier. Your team should know that! Inform key people who will be part of the implementation process. If employees don’t know a major change is coming, there is a good possibility that they are not going to welcome the change with open arms. You don’t want to spend the time allotted for training doing damage control and facing major opposition.

Ensure your HR department knows what is going on. This way you can do any work that is needed together, as a team. More importantly, you can help one another if anyone has questions, or establish what needs to be done to make the software work for your organization. You may also need to have your IT Manager involved if you need to make any changes on your network, mark the site as safe, etc.

Make Training Efficient and Effective

After you have told all of your key stakeholders about the product, training can be spent on what it is designed for-- focusing on the project at hand. Schedule a few training sessions so the amount of people in your training session is manageable.

Try to keep the training sessions to an hour. If the software is complex, you may need to develop a more robust training schedule, such as hour sessions with a ten minute break every hour. The longer a single training session is, the higher the odds that people will “check out.” Read your audience as you are training. If they look confused or disengaged see where you lost them. Encourage trainees to ask questions and suggestions to actively engage their interest.

Offer Support Post-Implementation

After training is over, you might think your work is done -- well, think again. Many times, people like to have reference sheets they can look at to review key points. If your company does not have an intranet, send a follow up email out to training attendees with useful resources. Include any helpful information you have, or ask the software provider if they have any additional resources you can share. That way, you can then give your employees top notch reference materials and do little to no work!

Training attendees may not have heard a key piece of information and are now struggling to use the software. Touch base with your employees post-training and see if there are any outstanding questions. If someone is really struggling, you may need to give individual support. If a lot of users are not understanding how to use your newly implemented software, conduct a retraining session or host a Q&A. What one person might be having difficulty with, others may too. It is important for system users to understand how to use the product. If they don’t, they probably won’t use it, and you might be back at square one in a few months if the software does not catch on.

Ensuring your team is on board with the direction you are going and knowing you are there for support will go a long way. People sometimes are afraid to use technology because they fear change and feel they are out there to fend for themselves. If you let your team know that you are on their side, you have already mastered a huge portion of implementing HR technology.

Download our HR Tech Implementation Checklist! See specific steps and an in-depth guide for how to make implementation the best possible experience for you, and for your organization.

Hyrell Named Top 25 Contender for ATS Capability for Small Businesses

michael.macking@hyrell.com (Michael Macking) — Tue, 03 Jan 2017 15:00:00 GMT

We’re proud to announce that Hyrell placed as a “Contender” in the FrontRunners quadrant for Applicant Tracking powered by Gartner Methodology! The ATS quadrant is a data-driven assessment of products in a particular software category to determine which ones offer the best capability and value for small businesses.

How does FrontRunners work?

FrontRunners plots a given market’s top 25-30 products in a quadrant format. All products that qualify are top performing products. The purpose of the quadrant is to position a product relative to its peers. Dependent on the specific needs of the software buyer, a product placed in any quadrant category could be a good fit.

What is a FrontRunner contender?

“Contenders are strong-performing products that have not yet achieved the Value and Capability of the products in the other quadrants. For example, products in this quadrant may be more suited for companies that need more specialized functionality that comes at a price,” according to FrontRunners.

Hyrell placed in the top right portion of the Contenders quadrant:

The Capability Score is an overall weighted average of scores including: end user ratings on the product’s functionality, ease of use, customer support; inclusion of key functionality; and, number of productions that integrate with it.
The Value Score is an overall weighted average of scores including: end user satisfaction; end user recommendation; number of professionals who have experience with the product; size of the product’s customer base, reviews across Gartner properties; and, average number of monthly Google searches for the product. Check out more about the scoring here.

“Of course we believe Hyrell is an amazing system, and we know firsthand that our team provides some of the best customer support in the industry. But we also know that we could be biased,” says Pat Clark, Hyrell’s Co-founder.

That’s why we look to independent sources such as Software Advice to validate what we’re doing. Being recognized as one of the top ATS providers through an impartial system review shows us that our commitment to our customers is paying off. We’re very honored to receive this designation.”

If your organization is discussing top ATS platforms, be sure to include Hyrell on the list. We’re a contender that’s ready to support all your talent acquisition system needs from pre-hire to onboarding! Contact us today to learn more.

12 Days of Hiring System Features [SlideShare]

jessica.palmeri@hyrell.com (Jessica Palmeri) — Tue, 13 Dec 2016 21:00:00 GMT

The holidays are here, but that doesn’t mean small business owners have time to slow down.

That’s why your friends at Hyrell work diligently to provide a Hiring System with features that reduces hiring headaches, automates workflow, and allows you to enjoy the 12 days of Hiring System Features (queue the music now):

To learn more about Hyrell's Online Hiring Solution, sign up for a brief demo. OR if you’re a franchisee looking to hire, contact us today.

6 Ways to Navigate the HR Headaches of the 2016 Holiday Season

jessica.palmeri@hyrell.com (Jessica Palmeri) — Thu, 01 Dec 2016 16:34:10 GMT

Just one year ago, we invited our friend Jonathan Segal to host a webinar on "Avoiding the HR Headaches of the Holiday Season." But since the “joyous” headaches of the season are never ending, we invite you to check out these six key pieces of friendly advice that Jonathan offered during the call...

[It's important to remember that while the suggestions listed below are great starting points for navigating the trials and tribulations of the HR holiday season, they should not be construed as legal advice pertaining to specific factual situations. If you have specific questions on how your company can (legally) engage in some holiday cheer, seek legal counsel...]

Should an employer have a seasonal celebration?

“Absolutely. It's a time of year that can be the most wonderful time of the year if we are thoughtful about how we maximize inclusion and minimize the risks. But just because you call it a seasonal celebration doesn't mean that you have to eliminate all references to specific holidays. That includes Christmas, Hanukkah, and Kwanzaa, to name just three."

How do we navigate appropriate holiday greetings in a culturally diverse world?

“I don't think we need to eliminate Christmas, it's a beautiful holiday, but I don't think we should assume Christmas because we live in a culturally diverse world, and that includes religious diversity. So let's begin with the default premise of ‘Season's Greetings’ -- unless we know otherwise. When we know otherwise it's respectful to customize.”

How do you handle workplace gifts, particularly gifts of alcohol when you have a rule that prohibits alcohol in the workplace?

“I'm going to say this very directly: You don't want to give someone a gift that you would give someone with whom you're having an intimate relationship. Anything that would be sexual or suggestive is inappropriate. I kind of like the idea of not giving the alcohol, but if you're going to accept it, then just say, ‘Accept it, don't open it, and take it home.’"

To party or not to party? That is the question...

“There are complications with holiday celebrations, but they're an important part of building your workplace community, so by being thoughtful about them in advance, you can maximize engagement and minimize risks.”

What steps do you take to minimize (but not eliminate) the risk of allowing adults to consume alcohol at the Holiday Party?

“The only way you eliminate the risk is if you don't have any alcohol. But there are a number of steps you can take to minimize the risk. You can limit the number of drinks an individual can have. You can require individuals pay for the drinks and give the money to charity and still have a cap on it. You can shorten or even eliminate the happy hour. You can have some non-alcohol bars. You can have lots of food available. Consider having cab vouchers available so individuals can take them. Finally, have designated watchers -- individuals who will see if someone is acting aberrantly from drinking too much.”

And finally... any tips for dealing with a rowdy dance floor at the Holiday Party?

“I think you need to remind people that although it's a holiday party, and although it's a time for us to have fun, that on the dance floor or otherwise, individuals still need to act appropriately... and HR folks, I know you get tired of it, but it's our job! If you see someone that's acting inappropriately, if they're dancing too close, if they're dancing in a sexual way, if their hands are wandering. See it, ignore it, condone it. See it, stop it, and mitigate the risk.”

For more HR insight, follow Jonathan on Twitter (@Jonathan_HR_Law) or watch the full recording from our "How to Avoid the Headaches of the Holiday Season" Webinar.

The Key Steps to Creating an Ethical Workplace Culture

emily.bifano@hyrell.com (Emily Bifano) — Thu, 17 Nov 2016 15:00:00 GMT

We would all like to think that our employees know the difference between right and wrong in the workplace. But do your employees know where to turn in a crisis?

The truth is, even employees with the best moral compasses can find themselves in an ethical gray area. How does this happen? The culture that your organization creates can cause employees to cross an ethical line. Does the company pressure salespeople to close deals no matter what? Are your best employees in fear of losing their jobs over a minor slip up? There are enough opportunities for people to cross ethical lines -- don’t let your company culture be one of them.

Culture Starts at the Top

So much of how an organization is run is dictated by the men and women in charge. Middle level managers and employees take cues on what is acceptable (and unacceptable) from the leadership team, which is why it is important to ensure your leaders are acting in ethical ways. If those who wrote the policy can’t follow it, how can your employees?

Additionally, leaders should be transparent with their organizations. Lower level employees are often left out of board rooms where decisions are made. However, that doesn’t mean they should be left completely in the dark! Create a sense of trust and allow management to be open with employees.

Onboard Employees with Ethics in Mind

Companies known for their ethics, like Google, live and breathe these practices. It helps employees buy into what is right and wrong from day one. During orientation, thoroughly review your company’s ethics policy. Encourage new employees to ask questions and clarify any gray areas. Make sure the paperwork you are handing out is updated.

Keep in mind that our business landscape changes constantly. What was originally a gray area might not be any more, but so many new ones may have appeared. Employee conduct and ethics policies should be reviewed yearly to ensure accuracy. If and when you make changes, all employees should be notified.

Act as a Safe Place

Employees don’t often report unethical behavior because they don’t know where to go. An HR professional should always act as a resource for employees. Larger employers can even have a hotline for employees to report items that make them uncomfortable.

Not all organizations have an HR team that can employ a full-time Ethics Officer, so a simple box where employees can voice concerns can go a long way. Regardless of the outlet you choose, make sure what is reported is confidential! Also, make it clear there is a no retaliation policy. If employees feel they will be punished for doing the right thing, chances are, they won’t.

Creating an ethical workplace and culture can pay long-term dividends. Imagine if Enron employees had internally reported unethical behavior before it spiraled out of control. (Business schools probably would probably lose an entire lecture on the importance of ethics and financial transparency!) Creating a positive, ethical environment can inspire everyone to act in ways that better the overall organization and it’s community.

Always ask the best interview questions to ensure you find the best candidates to fit your company culture. Download 100 Interview Questions You Didn’t Think to Ask today!