Three tips for better HR and recruitment compliance

With remote and hybrid work set to stay for the foreseeable future, many organisations will need to renew their focus on compliance. This is critical in HR and recruitment settings, but it can be time-consuming and difficult. The good news is that it doesn’t have to be. Your technology can support you to deliver a compliant recruitment and HR process, from onboarding to engagement. Here are our tips to improve HR compliance and increase efficiency in today’s hybrid working environment.

#1 Revisit your policies and procedures now

If you haven’t revisited your policies and procedures recently, you’re not alone. In fact, a PwC study showed that just 61% of businesses have a single policy management framework, and only 30% review their code of conduct annually. But it is something you need to address.

It’s important to ensure that your policies are relevant for a remote or hybrid model, including making sure you have a specific, documented policy for each working type. These policies should outline when an arrangement will apply, how decisions will be made on whether the arrangement is appropriate and who will make them, and the expectations of employees and managers in each scenario.

#2 Automate, collate and streamline

In today’s landscape, the employee experience has changed dramatically. Your new hires may not visit the office until well after the onboarding period, so all the information you typically shared and collected during this phase needs to be collated and completed electronically. This includes acknowledgement of company policies through to collecting tax and super information, and even vaccination status.

This isn’t just about making things easier for you, either. It’s about providing a branded, consistent and seamless experience for your new employees that engages them from the outset. Your onboarding experience is the first impression your new hire gets and making it a good one can be worth its weight in gold. In fact, according to Gallup research, employee engagement is always a strong indicator of performance, but is even more critical during an economic downturn.

The right ATS/TAS can manage this data and automate the process for you, integrating with your other employment and HR tools. turbo offers a range of compliance tools, including our new Vaccination Module, that gives you an integrated way to collect and store employee vaccination data. Your employees can simply upload their certificate from any device, and it’s stored against their profile, so you’ll always remain compliant.

#3 Talk to your tech partners

Only 44% of businesses have the right technology to manage compliance efficiently and often this can come down to budget and time. The good news is that your existing tech partners may be able to help. Your ATS/TAS should be the backbone of your technology, so speak to your provider about what compliance tools they offer, what systems they integrate with and how they can help you streamline your processes.

If you are a turbo customer, we are always here to help! We can even organise a session for your team on how to get the most out of your system. If you’re not a turbo customer and your tech partner isn’t stepping up, maybe it’s time to make the switch. Get in touch to find out how our best-in-class ATS/TAS can be a game-changer for your business.