Employers choose their workforce carefully
The coronavirus pandemic has exacerbated the labor shortages for many business owners. Employers are faced with a tough question as they look to hire staff: Should I accept candidates who have less qualifications? Can I reduce the screening in order to increase candidate discipline? Can I rely on contractors or third parties to fill in labor gaps?
Focus on the best personnel practices when you need to make tough decisions. Also, consider the implications of your choices. If you cut corners on your office needs, it can lead to overworked and exhausted staff and drivers. It could also result in security lapses, and put the reputation of your business, staff and clients at risk.
NEW EMPLOYEE SELECTION
Maintain your worker screening requirements. While it may be tempting to eliminate pre-employment drug testing and only conduct job supply tests, the risks are high and could result in catastrophic accidents or losses. All Drug Free Office programs must be implemented with the management team. Pre-screening is crucial to your business. It can have severe consequences on the quality of your products, customers and staff. Consult with legal counsel to ensure compliance with state and federal laws regarding drug testing and background check.
Consider partnering with an organization that is short-lived to increase your staff. This can save you money in the long run and reduce some risks. You can hire temps to give you the time you need to screen people who you may later hire as employees.
Continue to use background checks. Background investigations can reveal gaps in employment and provide information you may pursue during the interview process.
Motorized Vehicle Studies are essential for employees who drive automobiles in your company.
NEW EMPLOYEE OVERSIGHT
Ask new employees to check in with their manager at the beginning of each shift. This allows the supervisor to gauge the employee’s state as soon as the shift starts, so that any problems can be dealt with immediately. This is essential for staff who will operate equipment, leave the location or drive during their shift.
Training and Documentation
Maintain coaching requirements for every position. Companies may also be pressed to use staff in other positions to fill vacancies, so it is not the right time to ignore cross-training. A lack of training can lead to costly errors, slow service, delays in supply, or mission failure.
MANAGEMENT AWARENESS
Ensure that all management has received “cheap suspicions” training. Refresher training is necessary if it’s been some time since the last coaching. Make sure that managers are up-to-date on how to identify someone who is impaired or under the influence, as well as the best way to handle a suspected case.
Modifications to the Process
Consider how your online business is run. Could a change in work processes mean that less staff are needed? Think about whether automation, robotics, or outsourcing can help to make up for a shortage of qualified staff.
You can ensure a healthy and safe workforce by paying attention to these employment practices.
This information is only for your guidance. This article is not intended to be a management or administration guideline for loss management. This article does not cover all possible exposures. For insurance protection advice and loss control information, contact your local, independent agent. The Cincinnati Insurance Firm, its representatives or associates do not provide legal advice. Consult your lawyer about your specific situation.
