Getting your new hire training together can be a hassle. You have to contend with all the W-4s and I-9s just to get to the fun stuff like the industrial office space or the tools they get to use as part of their new job. But while digital onboarding can get rid of much of the hassle of this paperwork, there’s much more work you’ll have to do on the back end if you want to stay compliant and avoid lawsuits. Thankfully, we’ve provided a quick list of things to consider for each new hire.
At your average mom-and-pop shop, you may not see the need for background checks. After all, they are most likely a professional or personal referral. But while it may sound like a hassle, you need to conduct background checks. Always. They’re the fastest, easiest way to catch a lying candidate. And yes, candidates do lie; 86% of employers have found lies or misrepresentations on candidate resumes.
Applying this type of screening to the hiring process can make the entire process better. After using screening checks, 56% of employers found that they lead to better hires. You can use these checks for more than weeding out the bad apples, too. When creating your new hire training, you can tailor it depending on what you’ve found out about your new hire’s employment history. If you find out they’ve worked for a company that’s known for using one programming language over another, then you can change your training to teach them the one with which they may not have as much experience. They make the hiring process a little more rigorous, but background checks are more than worth the effort.
Talking About Harassment in New Hire Training
Every company needs to cover harassment as part of its new hire training program. Most states have laws strictly forbidding workplace harassment, and the fines and charges you face for letting it go on in your workplace are usually higher than having to pay for a training program. So whether it’s a problem in your company or not, your employees should undergo harassment training (or at least have access to the material).
In 2014, there were over 30,000 harassment charges filed with the Equal Employment Opportunity Commission. If you want to avoid being on that list of charges (and facing the heavy fines that go with that), you have to implement harassment training as part of your new hire training. You’ll save yourself more than money if you do.
With the introduction of the Affordable Care Act (ACA), the rules of healthcare benefits in the workplace have gotten a bit more intricate. Perhaps most important: companies with 50 or more employees must offer basic health insurance to their employees. Because these laws can get messy if you don’t follow through with them after a certain deadline, it’s best to include the health insurance information as part of your new hire training program.
A Summary of Benefits and Coverage package is necessary for every new hire. You may need someone to help guide you through this whole process, but trust us when we say it’s better to be safe than sorry when it comes to health insurance.
Even if your employees are 100% satisfied and love being at your company, they need to run through these checks, trainings, and compliances before they can truly call themselves employees. They might make onboarding a bit more tedious, but they’ll provide you with a more reliable safety net as safer more compliant employees.
What are you doing to better your employee onboarding?