Hartford Business Journal

www.HartfordBusiness.com • August 10, 2020 • Hartford Business Journal 11 employment verification." Onboarding was also chal- lenging during this period, Lane said, with Ama- zon taking about three weeks to fill laptop orders for new employ- ees who have to work remotely. Problems with bringing new work- ers into the fold extend beyond logis- tics, said CBIA's Soycher. It's hard for employees to become part of the team when they don't see their co-workers, and it's harder for managers to assess how effective that employee is without seeing them working at the office. SHRM's Lee said companies are looking at various methods to fill that void. Some human-resource professionals are hosting virtual cocktail or coffee hours, and are also doing more in-person meetings that adhere to social-distancing and mask mandates. Desire for child care While companies are altering how they interview and onboard workers, prospective employees are also seek- ing new benefits, Soycher said. An increasing number of job candidates are seeking coverage for child care and mental health, and are asking for flexible work schedules. "The traditional standards [for benefits packages] … are getting upended a little bit," Soycher said. "With an increasing younger popu- lation coming into the workplace … child care is certainly going to be a critical component." Meantime, when the pandemic first hit, CVS' Lackey said he thought online interactions would be short- lived. But now that people have had months to get more attuned to the technology, he doesn't think it will go away if and when CO- VID-19 does. "As people become more and more used to doing it virtually, they appreciate that creating a virtual experience actu- ally speeds up the [recruiting] process," Lackey said. "I believe people will continue to want to use it." 2020 will be remembered as a year of change, a year we were all forced to reevaluate the way we look at doing business. If your business strategy and physical work space needs to change with the times, trust Associated Builders to be your solution. Specializing in industrial manufacturing and distribution facilities, pre- engineered metal buildings, auto dealerships, out-patient healthcare facilities, offi ce space, commercial buildouts, additions and more. Associated Builders Inc. 4 Industrial Drive, South Hadley MA 01075 413-536-0021 www.abuilders.com BUILDING BUSINESS. BUILDING RELATIONSHIPS. BUILDING EXCELLENCE. BUILDING BUSINESS. BUILDING RELATIONSHIPS. BUILDING EXCELLENCE. COMMERCIAL/INDUSTRIAL BUILDING SERVICES COMMERCIAL/INDUSTRIAL BUILDING SERVICES SITE SELECTION – DESIGN – ENGINEERING – CONSTRUCTION – RENOVATIONS Associated Builders Inc. Northampton VW, Northampton, MA R.K. Miles, Hatfi eld, MA Pediatric Services of Springfi eld, E. Longmeadow, MA Animal Eye Care, Whately, MA Common recruitment errors Relying too much on the interview — Growing evidence shows the problem of "unconscious bias" in job interviews. Without realizing it, interviewers could make decisions based on factors other than who is best for the job. This will create problems in a world where intel- lectual diversity is required to drive innovation. Not creating an accurate job de- scription — Many employers know that job descriptions evolve and that crafting a rigid one can create prob- lems as the team grows. However, if recruiters fail to be clear about the skills and qualities they need, they won't be able to accurately access the caliber of candidates. Recruiting the second-best candi- date — Are some hirers worried that the best candidate might be a threat? Do certain employers fear that a top-rate hire might not stick around? Whatever the reason, not recruiting the best candidate can be detrimental. Rushing recruitment — Employ- ers may have an urgent need to fill a vacancy. Surely the candidate in front of them is "good enough" for now? Finding a long-term solution to a short-term problem can damage culture and hinder performance. Looking to replace like for like — Even when acknowledging that it's time for a change, it's tempting to judge a potential recruit on their similarity to the previous post holder. This misses an opportunity for growth and innovation. Neglecting character and culture — Too narrow a focus on previous experiences and skills can mean missing how likely a candidate is to contribute to the culture, good or bad. Not only can this create prob- lems with turnover, but it can also damage morale and team dynamics. Source: Questionmark Tony Lee, Vice President, Society for Human Resource Management Mark Soycher, Human Resource Counsel, Connecticut Business & Industry Association

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