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Anticipating and Managing Legal and Regulatory Changes in the IT Sector

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Proactive adaptation in the IT sector includes anticipating and managing legal and regulatory changes. As an IT leader, you must help ensure compliance with these changes.

Smaller companies often are adept at dealing with changes to data privacy regulations, industry standards, and other IT compliance issues. However, medium and large-sized companies often need additional assistance to remain current with these changes. The following methods can help.

Choose among these methods to anticipate, manage, and proactively adapt to legal and regulatory changes in the IT sector.

Maintain Human Resources Updates

Connect with your benefits brokers, your local Chamber of Commerce, employment attorneys, and reliable HR newsletters, publications, and organizations:

  • Remain current with the free updates and resources provided.
  • Take advantage of email updates and complimentary webinars.
  • Keep this information in an HR Updates folder.
  • Access the details when needed.

Secure Legal Support

Legal and regulatory changes in the IT sector typically are not straightforward. Therefore, you should secure a legal compliance service or attorney to keep you updated on these changes and the legal analysis supporting the steps to take to maintain compliance.

You could supplement your legal knowledge with support from these sources:

  • Subscribe to the Society for Human Resource Management (SHRM)’s legislative updates.
  • Subscribe to newsletters from the Department of Labor or its equivalent.
  • Contact an employment law firm for state and federal newsletters.

Create a Compliance Team

Hire a compliance team to help you anticipate and manage legal and regulatory changes in the IT sector. The team can ensure you and the company maintain compliance with these changes.

Conduct Self-Audits

Schedule quarterly self-audits for compliance. These audits show clients and agencies that your company prioritizes compliance with legal and regulatory changes in the IT sector.

Participate in a Human Resources Organization

Encourage members of the HR team to join a professional HR organization. The organization can assist with a structured review process to ensure compliance with legal and regulatory changes in the IT sector. This review is especially important if your IT workforce is large and geographically diverse because there are more variables to consider.

Do You Need to Add to Your Remote IT Team?

Partner with RightStone to add members to your remote IT team. Find out more today.

You Can’t Find the Right Candidate, Now What?

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You’ve been on the hunt for the right person to fill a desperately needed role for months or even a year. Is the right person out there? If they are, why haven’t you found them yet? 

When you can’t find your next hire, you may wonder what to do next. Should you settle for someone competent but not quite right? Review all the candidates you passed on already? 

As HR experts, we know how difficult finding the perfect candidate can be. So, we’re here with some expert hiring advice. 

Take a Second Look at Your Job Posting 

You have been through all your applicants twice and still no luck. There’s a chance that the right candidate is out there, but they aren’t applying because your job description doesn’t speak to them. Or maybe, your list of requirements scares them off. 

If you can’t find anyone after a few months, it’s time to reevaluate your job posting. Do you have a certification that’s hard to find and nice to have but not required to do the job? Is there something in there you could provide to the right candidate once they come on board? 

What about the job description itself? Is it long, difficult to read, and full of unnecessary details? Again, you could be scaring them away. 

Talk to your leadership, HR, and your recruiters to figure out what can change to help you attract the right candidate. 

Evaluate the Competition 

The IT skills shortage is now almost a way of life, but there are some companies that seem to win the right candidates every time. If you’re not one of them, it’s time to ask why because the answer isn’t always about money. 

If you have an in-demand position, figure out what your competition offers. You don’t always need to match it or beat it, but it will show you how to make your post stand out to the candidate’s recruiters are fighting over. 

Tip: Millennial and Gen Z candidates are more concerned about culture than salary. Many employers make their companies look like great places to work in their job listings. Does your post make your company an attractive place to work?  

Consider Upskilling Your Current Staff 

Why go through the hiring process every time you need a new skill when you could develop value within your existing team? If you need hard skills but can’t seem to find a cultural fit, then this is a great time to pick out and develop a qualified internal candidate. 

Finding the right candidate is never easy, but the IT skills shortage and the deep pockets of the competition can make it that much harder. That’s why it’s important to have great allies. Get in touch to learn how RightStone can help you find your next best employee. 

Reveal a Candidate’s EQ with These Interview Questions

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You have a shortlist of candidates who check all your boxes. They have the education, experience, and skills needed to fill the vacant role at your company.

Hiring a new employee requires you to find someone who does more than tick boxes. You want someone who will fit in, work well with other people, and even lead someday. You want someone with high levels of emotional intelligence (EQ).

You won’t find a candidates’ EQ profile in their resume. But you can figure it out before you hire them by asking the right interview questions.

What is Emotional Intelligence (EQ)?

A person’s emotional intelligence or EQ is their ability to understand and manage their own emotions both to deal with their own experience and to empathize with others.

You can spot a person with a high EQ because they usually:

  • Communicate clearly and effectively
  • Show empathy for others
  • Deal with stress using healthy mechanisms
  • Defuse conflict rather than create it

Attracting people with a high EQ to your company should be a top priority. They’re not only great workers and colleagues, but they also make great leaders. But how do you figure out whether a candidate possesses the kind of EQ that you want? You ask.

How to Use Interview Questions to Reveal a Candidates’ EQ

The best interview questions for revealing a candidate’s EQ go beyond asking about their strengths and weaknesses. It’s rare that someone will articulate their abilities simply because you ask them to spell them out.

Instead, you can learn more by asking them about specific scenarios and their response.

A few good questions include;

  • Share the worst piece of criticism you’ve ever received at work. How did you respond?
  • Talk about a time you saw a dispute between two co-workers. What did you do?
  • Tell us about a time you faced an ethical dilemma at work. What did you do?

But don’t just ask them about the scenario. Use follow-up questions to learn more about their responses to learn not only how the situation unfolded but how it shaped their experiences.

Don’t forget to pay attention to their body language and tone. Candidates who look or sound pained when answering these types of questions usually don’t respond well to stress or conflict, which also reflects their EQ.

Hire Emotionally Intelligent Teams

You know you want team members who have the skills and experience to get the job done, but their EQ is as important as their IQ. By asking the right interview questions and using follow-up questions wisely, you can choose candidates who are both good at their jobs and pleasant to work with.

Learn more

At RighStone, quality is part of our process. Get in touch to learn how we find candidates who not only fit your required skills but your corporate culture and personality.