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When contracting companies hire quickly, they could be engaging in some risky business. Hiring large numbers of employees or expanding to a new area puts companies at a heightened risk for on-site accidents, injuries and deadline delays.

Luckily, there are steps to mitigating these risks. Through automation, inclusive culture and continuing education, a company can reduce risk and boost employee retention and engagement.

Automate to streamline HR processes
Automate the recruiting processes so hiring teams can spend less time documenting and reduce the margin for clerical errors. Automation also offers a marked benefit for organizations with multiple open positions, as it allows for centralized organization of applicant materials and streamlines hiring communications and processes. Having an automated system in place can also keep a company prepared so it can hire before the busy season begins. By avoiding potential panic hires, a company will be able to focus its energy on the long term: acquiring and retaining high-quality talent.

Automation is also key for a successful onboarding process, especially when onboarding several employees at one time. Upwards of 20 percent of employee turnover occurs in the first 45 days of employment, but that number can be reduced by being intentional about the onboarding process and taking the time to gather the resources needed for new employees to quickly adjust to their new workplace.

Create an inclusive culture
Ensure all candidates are treated fairly by having them follow uniform processes that comply with OFCCP standards. Make sure the job application process is the same for all applicants, regardless of how they found the job posting. Offer EEO surveys to every candidate as they begin the hiring process to eliminate steps during onboarding. Create a culture where employees know they are safe to report without fear of retaliation by providing resources to help them report incidents that may occur. An inclusive culture is a healthy culture where employees are able to thrive and learn to the best of their abilities.

Prioritize continued learning
With a new steady stream of projects, equipment and team members, successful onboarding is not enough to ensure sufficient risk management. Support the onboarding process with continued learning. Prioritize safety training and back it up with a learning plan for each employee. Consider using a learning management system to track employee progress and certifications. This also makes it simple for employees to access their learning materials, wherever they may be. Companies benefit too as managers can quickly access employee certification information and assign those employees to the correct projects.

Quick expansion can also leave employees feeling as though their career development isn’t a priority. Protect that original recruiting investment and show employees that advancement is possible within the company.  Set goals for and with employees and ensure it is a two-way process by encouraging employees to give and receive feedback. Making goal-setting a priority in an organization demonstrates to employees that they have value that extends beyond project completion.

Managing a new and existing workforce during a time of transition poses significant challenges that could threaten projects and deadlines, but by making risk management a priority, a contracting company can build a sustainable workforce with the long term in mind.

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