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HR INVESTIGATIONS BLOG

Blogs

  1. Your Agency’s Biggest IT Risk: Its Employees

    Whether you’re trying to improve the security posture of your own HR team or you’re enforcing policies for all agency employees, technology is a point of concern for HR.  That’s because it’s a major vulnerability for government agencies.  There are plenty of reasons.  Government software tends to be older, because it’s more expensive to replace…

  2. Who Waits Four Months for A Paycheck?

    Unfortunately it’s the average federal job applicant.  The time it took to hire someone in 2018-2019 is down a little over five percent from the year prior, but it’s still just under 100 days.  By the time a job candidate makes it through the hiring process, waits for their start date, and then works towards…

  3. 2019’s Most Popular Blog Articles

    With 2019 coming to a close, it’s a good time to look back at the most popular blogs we’ve posted over the last year.  We hope we’ve been able to provide some useful insight on the tasks required of an HR investigative team.  The most popular blogs varied quite a bit by topic – so…

  4. Are Promotions Based on Merit? Only 39% Say Yes.

    One of the major focus areas for a public sector HR department is to ensure fairness.  Bad behavior shouldn’t be tolerated because of job title.  Employees shouldn’t be hired because of relationships.  The quality of service citizens receive shouldn’t be based on which employee they reach.  Policies are put in place by HR to ensure…

  5. How Do I Properly Document the Steps of an HR Investigation?

    The quality of an HR investigation can have dramatic impacts on an agency.  It can determine which employees remain at the agency.  It can impact agency culture for years.  And if either the complainant or the subject of the investigation feels that they were treated unfairly, it can also have legal implications. A well-run workplace…

  6. Investigate Sexual Harassment Claims Now, or You May Lose the Right

    A sexual harassment investigation is a bad experience for most people involved.  First and foremost, the victim must recount an embarrassing and potentially traumatic event.  Co-workers must testify against co-workers or supervisors who might attempt to retaliate, and the HR department has to walk a tightrope to ensure that bad actors are held accountable but…

  7. The Most Critical Catalyst to a More Productive Workforce

    The public sector faces a unique HR challenge: unlike most private companies, their workforce represents nearly every profession out there.  The skills required for an employee to be successful vary tremendously depending on the employee’s agency or department, their position within the agency or department, and their profession or job focus.  But the most critical…

  8. The Financial Cost of Sexual Harassment

    Most government agencies wouldn’t talk publicly about sexual harassment in terms of its financial costs.  There’s a good reason for that – reducing an employee’s emotional damage to a financial impact is a heartless worldview. It might even imply that the agency would allow the behavior to continue if only they could mitigate the costs. …

  9. Hire for Honesty

    If you’ve ever been responsible for hiring someone, you know how frustrating it can be.  No matter how explicit you are about a skill, certification or type of experience being an absolute requirement, people lacking the requirement still submit resumes.  In fact, in many cases the vast majority of applicants are totally unqualified for the…

  10. Five Components of an Effective Performance Review

    Performance reviews can be time consuming and stressful, but they shouldn’t be useless. If a performance review has these five components, it is more likely to produce positive results.