Why Employee Learning And Development Matters

In a time of great upheaval for working practices around the world, employee learning and development can be overlooked. However, HR News recently reported on the importance for businesses of keeping their staff learning and development opportunities up to date and accessible. Here are some of the major benefits.

1. Greater job satisfaction

Employees who are offered regular training and development opportunities report much higher job satisfaction levels. When equipped with the best knowledge and skills to carry out their job, staff feel more confident and fulfilled in their roles, which in turn boosts productivity and morale.

2. Improved retention rates

It costs on average five times more to hire a new employee than it does to keep an existing staff member, so it makes sense to make employees feel valued and keep them challenged and interested in their work. Studies show that staff are far more likely to stay in their jobs if they feel the company is investing in their career development.

3. Increased productivity

Well trained employees are more confident and efficient at carrying out their job roles, saving time and boosting productivity. Staff who are kept up to date with best practices in the industry mean the business will be operating at maximum efficiency.

4. Lower risk of accidents

When staff are regularly trained and updated in the correct use of equipment and conduct, it lowers the risk of workplace accidents.

5. Higher quality of job candidates

HR News reports on a Gallup survey which found that 87% of millennials cite learning and development opportunities as a very influential factor on deciding whether to accept a new job. It is now seen as standard practice, and millennials, who will soon make up 50% of the workforce, would avoid any company which is not prepared to invest in their future.

Agenda Screening Services can provide all the pre-employment screening checks to help you build the best team possible! Get in touch with us today to find out more.

Should You Screen Applicants Social Media?

Love it or loathe it, social media has become an intrinsic part of our daily lives and transformed how we communicate with each other, and it has also changed the world of recruitment and talent acquisition.

An incredible amount of data can be learned from candidates’ social media platforms, and it can be a temptation for employers to check sites such as Twitter, Facebook, and Instagram to vet them before hiring. Even the current crop of Love Island contestants have had their social media vetted, according to The Metro.

Social media searches can provide employers with a deeper insight into a candidate they may not get from a CV or interview, but there are some significant risks if these checks are not carried out as part of the formal screening process, and hiring decisions are made using information you are not permitted to use.

A 2018 CareerBuilder survey revealed that 70 per cent of employers use social networks to research candidates during the hiring process and half of those admitted to not employing an applicant based on what they found there.

A report in 2018 stated that 60 per cent of businesses claim not to carry out any social media checks as part of the formal process, which suggests that there are many hiring managers checking candidates social media ‘unofficially’.

If this is correct, then employers need to be careful, as social media searches need to be compliant with discrimination and privacy laws.

There are risks that hiring managers could be making recruitment decisions based on social media checks that are subject to conscious and subconscious bias.

It’s therefore vital that all hiring managers are made aware of what information they can draw on when checking social media networks during the recruitment process, and decisions are based on information found that is revenant to the job role.

HR should also make sure managers are aware of the risks around protected characteristics and sensitive personal data, and have received training on relevant legislation such as the Equality Act and the GDPR.

It is recommended that employers have policies developed on the use of social media in recruitment, and robust equal opportunity and anti-discrimination policies will help reduce any risks.

Candidates should also be informed that a search of social media may be conducted on all applicants before an interview, and their permission obtained, making them aware so they can decide for themselves if they wish to be private or public on their social profiles.

It is important to remember that if a candidate has a social media platform, it was not created for their employers, even if it is public and part of the public domain, and they may not have given permission for it to be used as part of the recruitment process.

Ensure you are clear on the purpose for carrying out social media screening, and that you have a rationale for doing it. Consider what is important to you as an employer and the characteristics that are important to you for the job role.

Using Open Source intelligence techniques (OSINT), Agenda Screening Services uncover the valuable information you need from your candidates online digital footprint, we analyse social media, news, blogs, and publications – without being intrusive.


If you’re interested in outsourcing background checks, then come and speak to us today.

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