We’ve entered a “new normal” workplace, where building a robust workforce brings both opportunities and challenges for employers. So, what are the recruitment, screening, and retention tools employers need in today’s post-pandemic labor market? We’re here with insight.

There’s no doubt about it. The global pandemic changed the workplace forever. We’ve entered a “new normal” workplace, defined by a remote or hybrid workforce and a tight labor market that gives applicants and employees greater bargaining power. Building and retaining a robust workforce presents new opportunities and challenges for employers. How you adapt your screening, recruiting, and retention processes will play a vital role for years to come. So, what do you, as an employer, need to know to navigate this “new normal” for your business? 

InCheck is here to help. Recently, InCheck’s COO, Rachel Morafcik, was a featured guest speaker at BizTimes Media’s webinar, Moving Past the Great Resignation. Rachel provided expert insight into screening, recruitment, and retention strategies employers can implement in the “new normal” workplace. If you didn’t attend the webinar, we’ve got you covered. Here are our three key takeaways from her presentation.

Key Takeaway #1: In today’s race for talent, reducing the time between application to first-day onboarding is essential.

The tight labor market means the recruiting and hiring process needs to be efficient and electronic, which might be a challenge for traditional, paper-based employers. Gone are the days of candidates filling out paper applications on-site and employees bringing in their Drivers License and Social Security card or passport on their first day of work. Online applications, applicant tracking systems, HR software solutions, eSign software, electronic consent forms, and remote form I-9 and E-Verify solutions are quickly becoming today’s standard. If you haven’t already taken the leap and implemented e-sign software solutions, there are several affordable and efficient options for small businesses.

Key Takeaway #2: Reduce hiring delays by critically reviewing job descriptions and reassessing screening criteria.

Pre-employment screenings remain a crucial step in mitigating risk. But, there are many steps an employer can take to accelerate the hiring process. Begin with reviewing your job descriptions — specifically the duties and responsibilities of the role and the experience and level of education required. Then, move on to your screening criteria, remembering not to take a one-criteria-fits-all approach. Instead, look at your screening criteria through a position-specific lens. Consider your candidate pool, applicable industry and legal requirements, and the work environment (professional office, warehouse, transportation, etc.). 


  • How many employers or years of employment do you need to verify for a given position?
  • Is a college degree a necessary factor in determining success in a given role?
  • Is a high school diploma verification necessary?

Expand your talent pool by creating part-time, flexible positions and remote or hybrid work that appeals to a diverse, inclusive group of job seekers, such as:

  • The “shesession” cohort of working mothers, particularly women of color, who experienced proportionately greater job loss during the pandemic
  • Neurodiverse individuals who may thrive in part-time, flexible, or full-time employment
  • People with disabilities, social anxiety, or other mental health issues who benefit from remote work accommodations

Employers are also in a great position to expand recruiting beyond the home office. By listing job opportunities as “remote,” you can dramatically expand your applicant pool and attract nationwide talent. At InCheck, we’ve seen firsthand the positive impact of a national remote workforce. Before COVID, the majority of our employees were Milwaukee-based. Now we enjoy an employee base from all over the US, which has strengthened our team’s skill sets, especially given our niche industry.

Key Takeaway #3: Tap into a large, untapped market of justice-involved job seekers by deploying Fair Chance hiring practices.

Fair chance hiring is the practice of hiring individuals with criminal records, also known as justice-involved job seekers. This frequently overlooked talent pool comprises up to 1/3 of the workforce. In today’s labor market, that’s significant. Reevaluate your company’s criminal record screening criteria and develop a position-specific criminal record matrix. By doing this, your organization can benefit from a valuable employee base — one that tends to be more reliable and loyal than conventional hires, according to studies by Northwestern University and the ACLU. Plus, the Federal Work Opportunity Tax Credit is available for businesses that hire individuals from certain groups who have consistently faced barriers to employment. 

If your organization is interested in becoming a Fair Chance employer, there are many ways to get started. 

  • The Society for Human Resource Management (SHRM) offers a comprehensive toolkit for businesses.
  • The Way Out is a Milwaukee-based group that aligns employers with justice-involved job seekers.

So what’s next?

The reality is our “new normal” workplace is here to stay, and now is the time for employers to adapt and adjust. We can help you review your company’s process, protocol, and services. Reach out to intouch@inchecksolutions.com or complete this form to set up a consultation.

Disclaimer: This blog is for general informational purposes only and should not be construed as legal advice.

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