One of the most unfortunate jobs of Human Resource Managers is the need to deal with conflict.  While conflict is often associated with a negative connotation, it can also be an opportunity for HR personnel to coach and manage performance.  Shying away from conflict in the workplace is often an easier way to handle things, but you can end up missing positive opportunities to bring about corrective action which might benefit an employee in the long run.

HR policies are put into place for one reason:  To make sure everyone knows the rules, plays by the rules, and reduces the number of arguments and disputes.  Conflict is inevitable.  When you put people together from varied backgrounds, even if they are focused on the same common goal, conflict can arise.  The important thing to know is how to deal with that conflict once it arises.

An employment screening can shed light into a person’s past employment, as well as a person’s personal life and attributes.  Obtaining reference verifications from both personal and professional areas can help examine an individual’s ability to function in the environment you are looking to hire them for.  It can also provide a glimpse into the personality of a potential hire, which can help a hiring manager know whether or not the applicant is one that might cause conflict, or at the very least, be open to coaching and growth so that conflict can be avoided.

HR Managers spend a majority of their time managing conflict.  The due diligence provided through a background check can help remove some of the uncertainty from hiring.  It can provide insight into potential issues or positive attributes that will influence job performance and the ability to work with others.

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