Employers that use background screening methods to vet potential employees are likely aware of their obligations when making employment decisions based on a report’s findings. However, recent laws in states and cities across the U.S. are adding to the list of requirements for communicating adverse actions to applicants. As a result, an employer’s current adverse action policies may no longer be compliant with state and local legislation.

It’s always intriguing to find areas that improved during the pandemic. According to applicants, it happened in recruiting. The 2020 North American Candidate Experience Research Report found positive sentiment from candidates shot up (from 25% to 31%), while resentment dropped (from 14% to 8%). This finding leads to the obvious question: Why?

Employers are beginning to open back up and are considering what their business and hiring will look like this summer and moving forward. We want to share trends in hiring temporary, contract, freelance and gig workers as a way to supplement and scale your staff. 

More than a year since the onset of the COVID-19 pandemic, the workplace has changed forever. As we continue on the road to recovery, the virtual 2021 American Society for Healthcare Human Resources Administration (ASHHRA) Conference provided an opportunity for healthcare HR professionals to connect, innovate, and transform the future of the industry. “We spent 2020 dealing with the fall out from COVID and moving to telemedicine,” said Jeremy Sadlier, Interim Executive Director at ASHHRA.

Why Healthcare HR Should Embrace Artificial Intelligence

Many supporters of artificial intelligence (AI) in healthcare promote its potential for improving diagnostics, predicting treatment effectiveness and patient outcomes, and providing new insights into EHR data and population health. While AI does have potential for clinical application, it may also have a future in healthcare human resource (HR) departments.

Diversity and inclusion (D&I) are imperative to driving bottom-line results in healthcare, but those initiatives frequently stagnate at the organizational values stage. A survey from PwC found that 68% of respondents cited D&I as a stated value or priority at their organization, but half of respondents felt that diversity was a barrier to progression. 

Real change requires an integrated action plan. 

The healthcare workplace has long been plagued by a shortage of qualified workers and an employee turnover rate of around 20% in 2018, higher than the all-industry average of 15%. In the face of these challenges, healthcare HR professionals must develop thoughtful, effective retention strategies to help their organizations attract and retain top talent, reduce the costs associated with employee hiring and turnover, and remain competitive.

The COVID-19 crisis is unprecedented and many companies and HR leaders have had to quickly pivot to a new remote work model that requires companies to assess how they can bring remote employees into their company culture and get them up to speed so they can be productive as quickly as possible. It also changes how we keep employees engaged, informed, and feeling like part of our company culture and organization. 

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