Global Background Checks

Do You Know Your State’s Marijuana Laws?

The rise of remote workers in response to the coronavirus pandemic has also renewed employer’s interests in drug testing. Namely – should you, and can you – drug screen your work from home (WFH) employees? And if so, what are the most reliable methods in this age of virtual work? These questions will likely steer […]

Do You Know Your State’s Marijuana Laws?
Ready to Rehire? Five Things Employers Need to Know

You’ve established your COVID-19 workplace safety protocols and procedures. Your office is a picture-perfect model supporting physical distancing. Your reopening guidelines are set. Now, you’re ready to rehire.  But just as your operational efforts have had to change to accommodate for this pandemic, so do your hiring strategies. Your candidates may have new expectations. You […]

Ready to Rehire? Five Things Employers Need to Know
How Design Culture Can Positively Impact Your Employees

Are you scared of returning to the office? You’re not alone. The fear factor of returning to work while the coronavirus pandemic is still unfolding should not be underestimated. Employees are frightened of everything from their own personal safety to finding suitable summer arrangements for their children. Workers will be looking to human resources to […]

How Design Culture Can Positively Impact Your Employees
Should You Consider an Open Hiring Policy in the Wake of COVID-19?

Recovery. It’s the business buzz word on everyone’s lips. When will the economy recover enough to allow businesses, from enterprise to independent, to recover, too? Employers are already strategizing how to bring back employees fast when that recovery begins. One option gaining traction is adopting an open hiring policy. This talent acquisition technique abandons standard […]

Should You Consider an Open Hiring Policy in the Wake of COVID-19?
Will Gen Z Have Jobs After Graduating College During a Pandemic?

This year’s crop of college students hails from Generation Z – people born after 1997. They were born into chaos in a post 9/11 world and unfortunately are entering adulthood in the middle of a global health crisis. The world economy is shuddering, U.S. unemployment is skyrocketing, and thousands of Gen Zers will soon flood the job marketplace. Sounds disastrous, right? Not necessarily. This week, EBI is focusing on how COVID-19 is affecting the Gen Z population. Even though a portion of Gen Z is graduating college during a global pandemic, they are poised to still come out on top. Here’s why.  

Will Gen Z Have Jobs After Graduating College During a Pandemic?
Are Summer Internships Ruined Because of COVID-19?

Internships are a rite of passage for many career hopefuls. These hands-on, in-person gigs provide job candidates – many of whom are still in college – insight into a particular career field, company, or work environment. Since internships are often free, or low wage positions, employers get the additional benefits of reduced rate labor and a no-commitment opportunity to measure how an intern would perform as a full-time employee. COVID-19, however, has thrown many summer internship programs into the air. This week we’re focusing on how this pandemic is affecting Generation Z. So let’s find out if summer internships are ruined because of the cororavirus.

Are Summer Internships Ruined Because of COVID-19?
Six Considerations to Include in Your Pandemic Response Plan

Businesses will be judged on how they came out of the COVID-19 pandemic. Much of your success during the coronavirus crisis likely depends on two factors: your industry and your business continuity plan. Unfortunately, for those businesses in hard-hit industries like hospitality, tourism, and retail, even the most robust continuity plan may not be enough to keep you or your employees afloat. That’s a tragedy no one saw coming. Companies who are weathering this crisis well are leaning heavily on their Continuity of Operations Plan, or COOP. These plans provide guidance on implementing and managing business operations so services can be performed in an emergency event. At its core, a COOP examines the risks to your business caused by specific events – catastrophic damage to your headquarters, a data security breach, a meteorological disaster – and assesses how to maintain business operations if one of them should occur. The global spread of COVID-19 has given companies a sobering reminder they should now include a pandemic response in their COOP.  Here are six considerations to include in your business operations plan that can significantly improve your response to a similar catastrophe (we hope you never need to deploy it).

Six Considerations to Include in Your Pandemic Response Plan
Part Two: How to Successfully Deploy a Remote Workforce

Deploying a fully operational remote workforce is a huge undertaking, even without the turbulent time crunch brought on by COVID-19. No matter the size of your company - from small businesses to enterprise organizations – these transitions are tough. You need to be fast, agile, and flexible to maintain peak performance and protect your employees’ livelihoods. “Moving forward, whether we like it or not, businesses will be judged on their resiliency and how they came out of this pandemic,” says Bob Capwell, Chief Knowledge Officer at EBI. EBI successfully deployed a fully operational 100% remote US workforce in just 5 days. In the second installment of our two-part series on deploying a remote workforce, EBI’s trusted leaders share a roadmap that should put you on the path to success, too.

Part Two: How to Successfully Deploy a Remote Workforce
Part One: How to Successfully Deploy a Remote Workforce

The COVID-19 pandemic has changed how businesses operate, perhaps permanently. This is evidenced by the number of businesses, from small companies to enterprise organizations, who have had to transition to remote workforces. Deploying a fully operational remote workforce is a huge undertaking, even without the time crunch brought on by coronavirus. From equipment to employee training, your Information Technology department will be responsible for the bulk of the transition. EBI deployed a fully remote and 100% operational US based remote workforce in five days. This week, we present a two-part series about how to successfully manage a similar deployment. In part one, Brent Wettengel, Director of Information Technology at EBI, offers tips for a seamless technology transition.

Part One: How to Successfully Deploy a Remote Workforce

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Happy Monday from Maryland.