New Year’s Resolutions for HR Managers

Posted on 12.18.2019

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With the New Year almost here, many people are turning thoughts to New Year’s resolutions. While you might have considered your personal resolutions, have you thought about your HR goals?

HR managers can take part in the New Year’s motivation by setting goals for 2020 that improve the workplace, processes, and policies.

Consider the following recruitment and staffing-related resolutions:

  • Resolve to standardize the pre-employment screening process.
  • Make post-employment screenings part of the company culture.
  • Integrate background checks into your ATS.

The pre-employment background check is an important part of the hiring process, but it can sometimes be tempting to overlook.

Often, hiring teams will think they have found the perfect candidate, and traditionally, background checks have been a long and tedious practice. Some hiring panels may decide to skip them to get the offer out and hire the perfect find that much quicker – lest they risk losing them to the competition.

The Resolution: Resolve to make pre-employment screenings standard across the board, regardless of which position is being hired. This will make the process more consistent and streamlined — meaning if you do have misgivings about a sensitive candidate you can order a background check without having to reveal them.

It’s also good due diligence. Studies have shown that 85% of employers have caught applicants in a lie. Even if you think you’ve found the perfect fit, why not make absolutely sure?

Speed up the pre-employment background checks with Triton Canada. We offer some of the fastest turnaround times in the industry so you can build them into your process while staying on schedule.

While you might already be conducting pre-employment background checks, many HR managers have not yet embraced post-employment screenings, too.

This can be for a number of reasons — the employee is performing well, and it seems unnecessary; it feels too awkward to ask since they are already employed; the employee in question might feel worried that their job is in jeopardy; or it has just never been done.

However, post-employment background checks are important particularly when an employee’s behaviour reflects on an organization’s reputation or liability. For instance, if a company driver loses his or her license off-the-clock, you might not know unless you order periodic driver’s abstracts. Or if a professional license is required to be renewed, it can be good due diligence to perform an educational history verification to make sure the employee in question actually did renew it.

The Resolution: Make post-employment screenings part of your company culture. In order to have them feel non-intimidating or job-threatening, make it a standard process and clearly explain the purpose to employees.

Applicant tracking systems (ATS) are rising in popularity and for good reason. They can significantly streamline the recruitment process and create a better hiring procedure for both employers and candidates.

There are many integrations that can be added into your ATS, but one of the most helpful is to integrate your pre-employment background checks. This can make them even easier to conduct, and when it’s part of the process it achieves Resolution #1 of making it consistent – win-win!

The Resolution: Work with a background check service to integrate candidate screenings into your ATS, like Triton. Our ATS-integrated solutions are designed to work through the entire employee lifecycle, from recruiting and onboarding, to measuring KPIs, such as attendance, and beyond.

Integrating vendors into your ATS can be expensive and time-consuming so make sure you choose a partner that has the experience and team to get the job done quickly and on budget.

What is your HR New Year’s resolution?

Choose Triton Canada to help meet your 2020 HR goals. Learn more about our background check services by calling 1-844-874-8667 or visiting