Semi-annual presentation of pending risk, remediation tactics, and competitor activity
As an Employer, HR Tech Provider, or Staffing Company you are keen to ever improve equity and stay abreast of enacted and pending regulations. Your systems are present but may not talk to each other (or your vendor or client system). You desire paths that reduce costs, avoid penalties, and/or improve equity.
The Audit includes 3 appendices targeting reduce hiring costs, risks associated with upcoming regulation, and insight improving equity. In upcoming Audits, advancements listed in the appendices are tracked as evidence of ever-improving equity and compliance.
As an Employer, HR Tech Provider, or Staffing company both fixed and variable costs incurred during hiring is always a concern. Employers want to reduce costs while HR Tech Providers and Staffing companies want to provide value for service. All three parties also want to make sure they are compliant with regulations and avoid penalties assessed by regulators. Across all three parties, there is a desire to ever reduce or stabilize costs while increasing equity.
Our Auditor General was instrumental in authoring the ISO standard for measuring Cost Per Hire, published 2017 (ISO/TS 30407:2017). Our team also has over 15 years of experience working with HR Tech Providers and Staffing companies in analyzing their data and driving improvement. An annual analysis of hiring costs and regulation penalties is performed, and remediation strategies submitted. The expectation is that the Audit is easily paid for with executing the suggested actions.
The landscape of legislation and best practices regarding compliance and equity is ever changing. It is daunting to keep up with global changes, enacted regulations, and pending changes to regulations within multiple jurisdictions.
We offer insight on regulations that are upcoming and need to be actioned upon in the future. The Audit includes an analysis of risk that the next Audit will measure against. All drafts or pending regulations are included, as well as committees that have been created by agencies or regulators that may impact the Employer, HR Tech Provider, and/or Staffing company.
Your team may or may not have received training on these risks. They may not know how to action against these risk. You may not know where to start a more equitable path. You may not how your top competitors are handling the same issues.
We refer clients to training, tools, references, and legislation on these topics. We are developing our own curriculum on the same. As auditors we are somewhat limited in the non-audit services we can provide, as such we refer subject matter experts that can install new practices. For Employers, HR Tech Providers, and Staffing companies we perform environmental scans on your top 5 competitors of how they are mitigating these same issues. All these reference points record year over year improvements that can be reflected and measured in the Audit.
The presentations are designed to promote dialogue between HR, legal, operations, and investor relations. The business risk and reward associated with strong actions have wide impact.
Spot audits or weak documentation is not enough to reduce repeated regulator investigation. The briefings are to capture how the Audit is moving from documentation to behavioral change or reinforcement. A checklist from the Audit will be reviewed. Advancements are recorded and will be included in the next year’s audit.
We know that key team members inside an Employer or Staffing company come and go. New jobs, transfers inside companies, retirements, and even exits to other employers with greater career opportunity occur. In fact, executing these actions with parity is core to these regulations. As such, the briefings and subsequent documentation are designed to sustain through transition so new team members can continue improving equity.
