Hiring 101

TOM GRESHAM

Never has the hiring process been more complex and full of challenges. For companies intent on taking the best possible path to recruiting and hiring new workers, the process can seem daunting. Fortunately, those in the pest control industry have an assortment of resources that can help make the process much less formidable and much more straightforward.

Industry leaders, along with Seay Management Consultants, have developed the QualityPro Version 6 Standards. The Standards cover the breadth of topics that make up a professional pest control company, including operations, training your team and hiring new employees. To help companies meet the standards, QualityPro offers access to hiring forms, model policies, employee testing and training resources, as well as a brand that helps attract prospective employees. QualityPro standards and tools can be found at www.npmaqualitypro.org.

A few of the QualityPro standards relating to HR include:

·       An applicant should fully complete an employment application before the job interview. Even if someone provides a thorough resume, you still want them to fill out the application. One part of this standard that has changed over time: QualityPro now recommends that no company include questions about criminal history on their job application. Leave that to the criminal background check part of the hiring process. If the background check reveals a conviction, an applicant is not automatically disqualified. Instead, QualityPro employers have the discretion to make their own employment decisions based on the results.

·       Employers must maintain the records of all applicants for a minimum of one year, whether they are hired or not.

·       If the employer determines that an applicant is initially qualified, then they must be interviewed, either face-to-face or via webcam or videoconferencing.

·       Employers should conduct a reference check, making a reasonable effort to contact previous employers, employer agents or third-party automated employment verification companies to at least confirm dates of employment and position titles.

"The full set of standards is an invaluable resource developed by our industry, for our industry. The standards are written so that when companies comply, they are naturally led to have all of the right policies and procedures in place," said Allison Allen, BCE, executive director of QualityPro at NPMA. "It’s all about helping companies manage this process and grow right!"

QualityPro staff also link companies with the NPMA resources that can help their businesses thrive, including the following areas.

NPMA members can call, email or text Seay Management Consultants, which has extensive experience advising pest control companies on HR issues, to speak with one of their HR consultants free of charge regarding any employment issue that arises. Members that have situations that require more attention, such as developing an employee handbook or compensation program, or dealing with an EEOC discrimination investigation, receive a 15% discount from Seay for its services.

"If questions around hiring are making your head spin, we say always check with an expert, and Seay is available to our members," Allen said.

NPMA’s workforce development site, www.npmaworkforce.org, features an array of resources for members, including new assets added to the toolkit each month, such as sample job descriptions and customizable recruitment brochures—brochures recently made available promoted the benefits of joining the pest control industry and were designed for schools and home shows.

The association’s recruiting efforts include a job board that targets job seekers who are interested in positions in the pest control world. Chad Weikel, director of workforce development for NPMA, said the site currently receives almost 30,000 pageviews each month, buoyed in part by promotional efforts that include social media, paid advertising and search engine optimization. NPMA members get one free 60-day ad per year, as well as the opportunity to advertise on the board and get increased exposure as a Featured Employer.

NPMA members’ benefits also include access to a company that provides drug testing and background checks, ensuring that those processes are handled legally and equitably. In addition, NPMA strives to provide ongoing education about trends and the changing employment picture, tackling emerging issues to help members contend with them. For instance, the association has offered webinars that examine how to navigate the challenges of COVID-19, including the knotty question of employee vaccination statuses.

For more about member benefits, visit www.npmapestworld.org.