Global HR Research Acquired by Renovo Capital Expanding Capabilities and Breadth in the Pre-Employment Screening Industry

Fort Myers, FL., April 3rd, 2017, Global HR Research (GHRR) is proud to announce its acquisition by Renovo Capital.
Founded in 2005, Fort Myers, Florida-based Global HR Research is a leading provider of pre-hire intelligence and employee onboarding solutions. In partnership with Founder and CEO Brandon G. Phillips, Renovo Capital’s investment enables Global HR Research to continue its impressive growth while also furthering development of its innovative technology and data solutions in human capital management

“With our partnership with Renovo Capital, we plan to further enhance our client support model and our industry leading technology options, which will continue to separate GHRR from the competition,” said Brandon G. Phillips, President and CEO of Global HR Research. “We look forward to introducing our products and services to a much broader client base across many regulated verticals.”
“We are excited to partner with Brandon and his team in a dynamic data-driven industry. Global HR Research’s extreme focus on accuracy and customer service provide a strong foundation for growth and innovation.” said David Hull, Managing Partner at Renovo Capital.

About Global HR Research
Serving small businesses to Fortune 500 companies across the country, Global HR Research – which has been recognized for the past seven years in HRO Today Magazine’s “Bakers Dozen” List of top national background screening providers and by Workforce Magazine’s “Hot List” of top background screening providers for five of the past six years – is accredited by the National Association of Professional Background Screeners (NAPBS) as recognized by the Background Screening Credentialing Council (BSCC).

About Renovo Capital
Renovo Capital, LLC (www.renovocapital.com) is a special situations private equity fund, currently investing out of Renovo Capital Fund II, LP, a $132 million committed capital fund. Renovo is focused on partnering with business owners, entrepreneurs and management teams to invest in businesses undergoing varying degrees of operational, financial or market-driven change. Renovo’s principals and extensive network of operating professionals have decades of experience delivering unique capital solutions and operational and strategic leadership to help solve complex situations and drive long term business value creation. Renovo Capital has offices in Dallas and Denver.

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5 ways to identify the perfect candidate for your job

It's expensive to hire employees, so make sure you hire the right candidate.

Every employer wants to hire the best candidate, but there are a number of steps they must take before that happens. Failing to hire the right candidate can cost a company a lot of money. A study conducted by the Center for American Progress found that the cost to replace someone making $30,000 a year is 16 percent of their annual salary. That number jumps to 20 percent for those making between $30,000 and $50,000 and 213 percent for executives making three figures.

As you can see, it's critical that managers know how to identify the right candidates. Here are five things they should consider before and during the interview:

"The cost to replace someone making $30,000 a year is 16 percent of their annual salary."

1. Ensure the candidate listens to instructions
You may think you found the perfect candidate because they have technical expertise and leadership potential. But it could be a bad hire if the person can't take direction well. A great way to test a candidate's ability to listen to instructions is by asking them specific questions as part of the application process. Here's a few questions you could ask:

  • Ask candidates to write a unique cover letter that addresses several key points. This allows you to both evaluate how well they listen to instructions and their expertise in the subject matter.
  • At the bottom of the application, ask applicants to include certain materials in their application, such as writing samples or references. By inserting this request in the bottom of the resume, you're testing their reading comprehension, which is an important trait in a qualified candidate.
  • During the phone screen, ask specific questions related to the candidate's background and gauge how well they answer the questions.

Ensuring a candidate can follow instructions should give you confidence they can carry out requested tasks and work well with others.

Conduct a comprehensive interview process when looking for the right candidate.Conduct a comprehensive interview process when looking for the right candidate.

2. Match the candidate to the job description
Employers don't just want to find the perfect candidate, they want to find a candidate that:

  1. Fits within the job's salary range.
  2. Can grow and learn quickly.
  3. Will quickly help the team in meaningful ways.

"Simplify your hiring process by weeding out candidates who aren't the right fit."

The hiring process is often long and complex, and more often than not, employers have to cycle through a number of candidates before they hire the right person. You can simplify your hiring process by weeding out candidates who aren't the right fit. To do so, remove applicants from consideration who don't have the right amount of industry or technical experience. Matching candidates to the job description can save companies time and money.

3. Look beyond just their technical experience
Once you've compiled a short list of candidates, it's time to look beyond the resume and conduct additional research on the applicants. You can do so by reading through their social media accounts and, if they have one, blogs or other published material. 

This extra research can:

  1. Help you form a more complete picture of the applicant: Check for red flags that might cause you concern. 
  2. Give you a better idea of who they are outside of work: If you and the candidate have the same alma mater, bring this up in the phone screen! It's a great ice breaker. 
  3. Provide you a more in depth look at their job history: Resumes give employers a brief glimpse into the candidate's professional background, but a LinkedIn profile, for example, providers candidates with more space to freely describe what they did and why. This type of detailed information can help you conduct a more thorough phone screen.

4. Evaluate the questions candidates ask
One of the best ways to test whether the applicant is truly interested in the position is by evaluating the types of questions they ask. It's not frowned upon if they ask the hiring manager a simple question such as "How do you determine success?" But this is a common, over-used inquiry. Questions that hone in on their specific job responsibilities or the company itself will better showcase how they fit into the company's long-term plans.

High-level questions also show the candidate has great listening skills, has done his or her research on the company and industry and cares deeply about how they can make an impact. 

5. Always ask for references
Most of the time, employers will request to speak with a candidate's references, but sometimes they don't. It's a big mistake if a hiring manager bypasses this crucial step. Even if you believe an applicant is the perfect fit for your company, talking with references can reaffirm your line of thinking and make you feel better about your hiring decision. Bringing a professional on board is an expensive process, so you want to make sure you conduct the most exhaustive search possible.

As you've found, it's crucial that employers identify the right candidate on the first go-around. Making a mistake in the hiring process can not only result in hire hiring fees, but also a potential reduction in profits as your teams struggle to produce the same, necessary amount of work despite being down one person. Take your time, do your research, and you'll find someone who can help lead your company for years to come.


Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.

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How to approach a candidate about a job with a long commute

HR professionals should discuss commuting with candidates.

Typically, one of the first questions HR experts ask job applicants is whether they're OK with the commute to the proposed job. They usually inquire to ensure they're not wasting their time or the candidate's.

However, all too often HR personnel and recruiters simply don't propose this question in the correct way. Sometimes they ask the candidate if the commute is acceptable too late in the phone screen, or they completely forget to ask. Other times, they fail to provide the candidate with enough information to make an informative decision. For example, the candidate may deny the opportunity because he or she is against traveling a long distance to the job, but they might have been more open had the HR executive presented them with better information about the company and position. For example, the company pays well and has opportunities for growth.

Here are several ways HR professionals and recruiters can properly bring up commuting with a candidate, as well as address concerns with longer travel times.

"Asking the candidate up front about their commute preferences can save everyone a lot of time."

1. Ask the candidate up front
As mentioned, some professionals forget to ask the candidate about his or her job radius before conducting the phone screen. Others, however, may also do it on purpose – to present positive information before potentially deal-breaking details – to increase the likelihood of moving the client through the sales funnel.

While we understand why employers would take the latter approach, asking the candidate up front can save a lot of time. More so, if commuting is an issue, the employer can ensure they address these concerns early and often.

2. Focus on commuting during the phone screen
HR personnel and recruiters shouldn't try to dupe or pressure candidates into taking positions. Instead, they should discuss potential issues with the candidate – such as the commute to and from work – and address them immediately.

Take for example Gate Gourmet, a well-known provider of airline catering. According to ERE, the company had a turnover rate among new hires of 50 percent. After conducting thorough research, they found that the amount of time it took for employees to get to work was a deciding factor in their reason to leave. Commute times averaged roughly 35 minutes. HR resolved this problem by putting more emphasis on the distance to and from work and how accessible employees were to public transportation.

Now, the above example describes a great solution to a problem for HR professionals who work for a company. What about recruiters who work for a staffing firm? The same resolution applies. Recruiters who address commuting times upfront can also save themselves time and money by ensuring they're only presenting the most qualified candidates to their clients. If a company hires employees through a recruiting firm, and those workers constantly abandon or quit their jobs, the firm is likely to lose that company as a client. That's why it's critical both HR personnel and recruiters address potential commuting problems early in the interview process.

"Commuting can be a problem if the company doesn't offer commuting benefits."

3. Discuss benefits
Commuting can be a problem if the company doesn't offer commuting benefits. These include:

  • The ability to work remotely.
  • A pre-tax employee-paid payroll deduction.
  • A tax-free employer paid subsidy.

Employees can save money when they take advantage of these benefits because they don't have to pay income taxes on the money they use for their commute.

Front loading an entire conversation with commuting logistics and benefits may not be the best strategic approach to keep a potential candidate on the line. However, an employer can easily discuss this in 20-30 seconds, and quickly pivot to talking about the open position if the candidate appears interested.

4. Stay in touch
If a candidate begins to move the interview process, don't be afraid to bring up the commute at least one more time if you think they're wavering. You don't want to make the candidate rethink his or her position, but it's critical to continue to address problems by reiterating solutions. You want the candidate to feel comfortable with his or her choice, and they may lean on you to help them solve transportation challenges.


As you can see, discussing the commute with a job candidate is important. Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.

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3 common phone screen mistakes that cost companies top candidates

Conducting a phone screen with a candidate is an important part of the onboarding process.

Phone screens are an important first step in the hiring process. They help hiring managers identify potential talent before they bring the candidate in for a longer interview session with the entire team.

However, time and again, managers make phone screen mistakes that compromise their recruiting process. Here are three you need to avoid:

1. Not knowing what you want in a candidate
This might seem obvious, but it's critical to point out: You can't expect a candidate to be prepared if you're not ready for the interview. Before you dial their number, ask yourself:

  1. What kind of experience does the candidate need?
  2. What type of personality should the candidate have? (It's often difficult to answer this question from a simple phone screen, but some questions can give you an idea about how this candidate operates.)
  3. What kind of information must I obtain from the candidate to make an accurate assessment of his or her qualifications?
  4. What kind of materials should they provide before or after the material, such as writing samples or reference? 
  5. What problems do I want them to address the most? This could include asking them how they manage workplace conflicts, for example.

These are only five of many questions hiring managers or HR personnel must consider before they call up a candidate. It's critical you're prepared so you don't waste your time or the candidate's. 

Phone screening can help you find the right candidate to bring in for an in person interview.Phone screening can help you find the right candidate to bring in for an in person interview.

2. Failing to research the candidate
Researching the candidate before you meet him or her in person is a critical part of the screening process because it helps create a more well-rounded picture of who you're talking to. In turn, this can help you conduct a more in depth, quality interview with the candidate about his or her background.

If you're not sure how to research a candidate, begin by conducting a social media screening. Search the candidate's name on Google, Facebook, Twitter and LinkedIn. The latter will give you an idea about their professional background while the more social sites (Facebook and Twitter) will give you greater insights into how they act when they're not at work. 

"Researching the candidate is a critical part of the screening process."

2. Not prepping the candidate beforehand
While your career may have advanced over time, you can remember what it was like when you were taking part in phone screens. The hiring manager or HR executive slots away about a half hour to talk, and they begin the conversation by explaining the position and company.

This approach is impossible to avoid in some situations – such as when cold calling – but if you can, prepare the candidate well beforehand by emailing them the job description and information about the company. Then give them at least 24 to 72 hours to conduct research and jot down high-level questions. This does a few things:

  1. You're able to focus on the crux of the matter – how their experience can help your company.
  2. You can evaluate their commitment to the job by how much they've prepared by researching the company and position.
  3. Provide the candidate enough time to ask his or her questions. Remember, you want to make sure they're a good fit for the job and vice versa. Allow them to also conduct a thorough review of the position and your needs.

3. Ask specific questions to start the interview
One of your main goals should be to weed out unqualified candidates, and the best way to do so is to ask certain job-specific questions. For example, a hiring manager at an accounting firm might ask these questions:

  1. How do you stay update on current accounting-related legal legislation and policies?
  2. How comfortable are you using our specific accounting technology?
  3. What kind of experience do you have working with partners and C-suite accounting executives? 

These basic, straightforward questions can help employers quickly figure out whether the candidate is qualified for the position. From there, the hiring manager can ask more behavioral questions. 


Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.

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How to improve employee screening in the health care sector

How to improve employee screening in the health care sector

Employee screening is an important part of the hiring process, no matter what industry is involved. It's even more important in the health care industry, where employees are responsible for the health and well-being of patients. When it comes to hiring nurses and other professionals in the industry, hiring managers can benefit from using diagnostic assessments such as background screening, drug tests and personality questionnaires. Using these tactics early on in the hiring process can reduce employee turnover and improve the quality of work performed by hired candidates.

Keep reading to learn how diagnostic assessments can change HR expectations for the better:

Legal requirements for background checks
From state to state, legal requirements for background checks in the health care industry vary. While some states require background checks for all skilled, patient-facing positions, others limit background checks to specific positions. According to the Centers for Medicare and Medicaid Services, 26 states are working with the federal government to design comprehensive national background check programs. Additionally, 41 states require background checks for home health agencies, according to the Department of Health and Human Services.

Even if a state doesn't require background checks for health care workers – a trend that's disappearing over time – it's still within the employer's best interest to administer them. Implementing background checks can reduce the risk of inappropriate or criminal behavior on the job. Drug screening is another vital part of the hiring process because the risk of substance abuse in a medical facility is too great to ignore. These assessments go a long way toward creating the best patient experience possible.

Personality assessments can improve patient satisfaction.Personality assessments can improve patient satisfaction.

Increasing patient satisfaction through positive interactions
Patient care isn't only about administering medications – it's also about providing a comforting, positive experience, no matter what the circumstances. Having a cheerful attitude when treating patients can improve their mood and overall experience at the facility. Health Catalyst reported that hospitals can improve patient satisfaction by encouraging staff members to go out of their way to greet and smile at patients. Gestures as simple as eye contact and a wave can make patients feel welcome and happy.

One way to ensure that new hires adhere to these requirements is through personality questionnaires and quizzes. As a supplement to the interview process, such assessments can help hiring managers decide between applicants with similar skillsets. When implemented early in the process, the interview can be more focused on questions regarding skills and other pertinent information.

Background screening, drug testing and personality assessments are three ways that the hiring process in the health care industry can be optimized. By using these methods, hiring managers can make more effective decisions and free up their time to focus on important administrative tasks. As a result, employee turnover can decrease, patients will be safer and have more satisfying experiences and administrators can get back to improving their facilities.


Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.

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How your employees can improve client relations

How your employees can improve client relations

The people you hire aren't just responsible for creating quality products or services, they also become representatives and ambassadors of your company. Client relations is one of the most important aspects of running a business, especially when handling B2B directed services. Hiring practices and training sessions will influence how well your staff members interact with clients. Read on to learn how to optimize your staff to handle client-facing communications:

Hire the right candidates
The quality of your client relationships begins with the people you hire. It would be a huge strain on resources for upper management to handle all client communication or even monitor every message that gets sent back and forth. That's why you need staff members who have an innate sense for positive communication. When hiring new employees, you can implement personality assessments to determine if candidates are right for the task. With Global HR Research, you can use diagnostic testing early in the hiring process so that you can focus on the candidates with the right skills for the job. The earlier you use these tests, the better, because you eliminate applicants who lack the demeanor your company demands for client communications.

Schedule review calls
It can be tempting to view a quiet client as a satisfied client. FreshBooks reported that this isn't always the case, and the best way to actually determine client satisfaction is through scheduled review calls. At best, your employees have a quick and pleasant chat with their clients. Otherwise, they can feel out pain points, assess risk and create an action plan. Quarterly reviews work well to determine large-scale goals, but more frequent reviews can serve as quick checkups for satisfaction. Even if projects are moving along smoothly without constant communication, it can be beneficial to schedule a quick weekly or monthly call in order to meet all of the client's needs.

Schedule review calls to assess client satisfaction.Schedule review calls to assess client satisfaction.

Focus on problem solving
As TechRepublic noted, clients hire vendors to solve problems that they are unable to handle themselves. The more problems your company is able to solve, the better your relationships with clients will become. It's important to train your employees to think like problem solvers. Even if clients are coming to you with cut-and-dry problems, your employees should be on the lookout for ways to provide improved, optimized services and support. A helpful email or call from your staff may be just the pleasant surprise your clients didn't know they were looking for.

Perform in-house risk assessments
It can be easy to assume a long-term client is completely satisfied with the services or products your provide them. After all, if they've been with you for years, why would they be unsatisfied? Thinking like this could be a mistake, however. If you don't want to get surprised by a sudden contract termination or a failure to renew a contract, you should perform in-house risk assessments with your staff members. A few times a year, your team should get together to discuss clients and work out ways to improve service and assess satisfaction.

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Study shows that only 1 in 100 applicants gets hired

Study shows that only 1 in 100 applicants gets hired

Hiring new employees is one of the most important things that companies do because those workers will go on to influence company productivity, define the products and services offered and serve as representatives of the business. So it should come as no surprise to learn that most hiring professionals take their time when deciding which applicants to hire. In fact a recent study has shown that only 1 out of every 100 job candidates actually gets hired.

Keep reading to learn how these difficult decisions are made and what you can do to streamline your hiring process:

An opportunistic workforce
The study, which was reported by the Society for Human Resource Management and conducted by San Francisco-based applicant tracking system, Lever, showed that applicants are the largest source of hires. However, candidates that are referred to companies have a much higher chance of actually being hired, at a rate of 1 in 16.

The Chief Marketing Officer at Lever, Leela Srinivasan, speaking with SHRM, said, "Today, employers are dealing with an opportunistic workforce, by which I mean [the numbers of] employees who are passively open to opportunities far outweigh active applicants, average tenures are decreasing and the importance of retention is increasing."

In other words, it would appear that many employees are often on the lookout for the next big opportunity. These workers might be satisfied with their current position, however they still apply to opportunities that could provide a better work experience. This trend means that employers need to focus on employee retention to keep their turnover rates low.

Lowering employee turnover rates
Employee turnover is costly and time consuming. When an open position appears, hiring managers need to craft a new job listing, screen applicants, conduct multiple interviews and then provide training for the new hires. This can slow productivity and take up a lot of time which could be better spent performing administrative tasks. For smaller businesses, this can be a big problem.

The solution to the problem is conducting advanced, diagnostic assessments during the hiring process. Employers can benefit from implementing background checks, personality tests and skill-based assessments early in the hiring process. Doing so could mean lower employee turnover rates and increased productivity, not to mention a lowered risk of employee behavioral problems.

Global HR Research offers a number of solutions to help small businesses optimize their hiring processes and reduce employee turnover. In addition to screening and assessment services, companies can design branded job boards with online portals that take advantage of integrated job-requisition tools. These web-based services have no hosting or setup fees, making them the right choice for small businesses with big business goals. With a single click, employers can request background checks from courts across the nation, so they can see quick results and get back to other important administrative tasks. These optimized solutions will make sure hiring managers don't get bogged down in this environment of opportunistic job seekers.


Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.

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3 tips for hiring seasonal workers

3 tips for hiring seasonal workers

November is here and that means the holiday shopping season is just getting into full swing. Over the next two months, millions of shoppers across the U.S. will head to stores in search of the perfect gifts for friends, neighbors and loved ones. On Black Friday alone, billions of dollars will be spent on everything from clothes to electronics. In fact, last year, shoppers spent $4.45 billion on Thanksgiving day and Black Friday, according to Fortune Magazine.

With all of this economic movement  on its way, retail businesses are beginning to hire on seasonal labor to help out with the extra work. Unlike year-round employees, seasonal workers may not receive the same level of training – and they may be less committed to the company culture. Here are few tips to keep in mind when hiring a seasonal labor force:

1. Remember that taxes still apply
According to the U.S. Small Business Administration, seasonal employees are taxed the same as year-round employees. For your tax reporting responsibilities, please refer to the Internal Revenue Service's Publication 15, Circular E. Also note that seasonal workers typically do not count toward ACA compliance. Only workers who are employed for over 120 days a year count toward the overall number of a company's full-time equivalent workers.

Many retailers across the U.S. will need to hire on seasonal workers.Many retailers across the U.S. will need to hire on seasonal workers.

2. Perform drug and background testing
Even though these employees will only be working for your company a short time, it's still important to perform drug and background assessments to avoid problems in the workplace. It's a simple way to ensure that your holiday business plans move along smoothly. With Global HR Research, you can quickly and efficiently screen candidates before hiring. In addition to reducing risks to safety, screening can lower employee turnover, so you can focus on running your business.

3. Develop an interview structure
At this time of the year, many seasonal jobs are customer facing, and that means dealing with the occasional angry customer. Therefore, it's a good idea to structure your interviews with this in mind, noted American Express. Ask pointed questions about how candidates might deal with a distraught customer. This type of information is highly valuable when making a hiring decision. For even more detailed answers, you might consider using a personality assessment. Additionally, focus your employee search on candidates who already have experience in your industry. You might not have time to train these employees as much as you'd like. Having a background in your industry means new hires will catch on quickly and won't need as much guidance.

Things are about to get very busy for the retail world and vendors that serve the industry. Hiring seasonal labor is just one of many tasks that needs to be completed before the holiday rush. Save your company time and money by interviewing the smart way. Using diagnostic tests along with a well-structured interview will ensure that you make the right hiring decisions.

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4 recruiting tips for the manufacturing sector

4 recruiting tips for the manufacturing sector

Employee turnover in the manufacturing sector can harm productivity and directly affect product quality. Knowing how to recruit stable, skilled employees will not only lower turnover rates, it will impact the overall business in a number of ways. For instance, knowledgeable employees can improve quality control, develop innovative solutions and foster a culture of excellence. Recruiting is the first step in a chain that ends with business growth. Keep reading to learn how to employee recruiting can be improved within the manufacturing sector:

1. Pre-qualify job applicants
Reading through resumes, calling references and conducting interviews can take up a lot of valuable company time that might be better spent on administrative duties. Optimizing the recruiting process can save time and result in better hires. That's why Global HR Research developed JobMatcher ATS. This revolutionary platform uses candidates' past experience and skill set to determine if they are right for the job. It can also take in diagnostic selection assessments to discover which personality types fit within the existing company culture. Taken together, this information allows hiring managers to only spend time interviewing candidates who are most likely to match the company's needs.

2. Use multiple sources for recruits
One of the best ways to ensure you're finding the best candidates for open positions is to use more than one source for new recruits. This is especially important if you've been having trouble finding the right candidate for a skill position. While you could use a professional recruiting agency to help you out, there are a number of low-cost ways to advertise your open positions. The Owensboro Society for Human Resource Management noted several unique ways that you spread brand awareness and find skilled workers. Listings in local papers, sponsorships, social media posts and visiting job fairs are just a few ways you can expand your recruiting nets.

Drug and health screening can prevent dangerous situations in the work environment.Drug and health screening can prevent dangerous situations in the work environment.

3. Focus on career advancement
When hiring for roles within your company that require an advanced skillset, know that your top recruits aren't just looking for another job, they're looking for ways to advance their career trajectory. Marni Hockenberg, a managerial recruitment expert writing for Minnesota Business Magazine, reported that you'll need to make it clear to top recruits that your business can provide interesting challenges, an exciting work environment and opportunities to climb the corporate ladder. A highly skilled individual will be more likely to switch jobs if they feel that it can provide those kinds of special opportunities.

4. Perform drug and health screening
To mitigate risk when hiring new talent, you should screen applicants for drug use and physical fitness. Workers in the manufacturing industry often perform their duties near heavy machine that could be dangerous if operated improperly. Drug or alcohol abuse could make a worker more susceptible to injury and accident. Likewise, inability to perform up to the physical requirements of the job could make for unsafe circumstances. Drug and health screening is a quick and efficient way to disqualify workers who could pose a safety and legal threat to the company.


Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.

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How company culture affects talent recruitment

How company culture affects talent recruitment

As more millennials enter the workplace, company culture becomes more significant as a recruitment tool. The Association for Talent Development noted that millennial employees often value ideas over things, which might mean that, when looking for a new job, they'll be more inclined to work for companies that demonstrate similar values to their own. This concept plays into that of company culture – ideas and business principles working together to form a positive office environment. When it comes to recruiting top talent, you company culture can play an interesting role.

Keep reading to learn how adjustments to your company culture could attract more talent:

Always show your employees respect
Companies that treat their employees poorly or neglect to the offer up praise after a job well done after experience higher turnover rates. And employee turnover can be very costly. Every time an employee leaves the company, resources must be spent on placing job listings, calling applicants and interviewing candidates. That's time and money that could be better spent administrative tasks. Entrepreneur Magazine noted that companies that treat their employees with respect and consideration are top picks for talent looking to make a career shift.

Company culture should extend to the interview process.Company culture should extend to the interview process.

Display your culture during the interview
You company culture should extend to the interview process. While you might be assessing the candidates, they are also deciding whether or not they want to work for you. Mashable reported that companies should strive to find ways to display their culture throughout the hiring process. When recruits come into the office, you could show them around and discuss topics such as management styles or incentive programs.The candidates should get a good feel for what a typical day in the office would be like. Meeting with core team members is one way for candidates to get a first-hand look at your company culture. Team members might be better equipped than hiring managers to answer certain questions about daily tasks.

Use personality assessments
One way to optimize the hiring process is to use diagnostic personality tests early on. Doing so will weed out applicants who would absolutely not mesh well with the company culture. This saves hiring managers from wasting valuable time on non-starters. Likewise, it allows managers to spend even more time vetting skilled workers who have similar values to those of the company. This is a strategy that will work towards lowering employee turnover and increasing worker productivity and morale.

Welcome feedback
No one knows your company culture better than your employees. When seeking to improve your culture, survey your staff members for suggestions. You may find solutions that you wouldn't have otherwise discovered. Plus, you'll know that your changes will have a positive impact if they come from employees in the first place. Your staff is a valuable asset that should be used to full advantage.


Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.

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