The number of job adverts requiring applicants to be vaccinated spiked by 116% between August and September of this year.
Care homes, customer service, cleaning and hospitality are the top sectors requesting the vaccine for applicants. A survey of 402 HR directors by Indeed Flex also found that 70% said they would require future recruits to be jabbed against COVID-19.
33% of those surveyed said only vaccinated staff would go back to the workplace – with only 15% stating vaccination status will not affect their decisions in staff returning to the workplace.
The challenge is how companies might treat those who are not vaccinated. At advo, our advice would be to ensure the lines of communication remain open for those with concerns, and considering recommending, rather than requiring, the vaccine.
While it might be easier to ask about vaccination status during an interview than ask an existing employee, HR should think carefully about what action will be taken based on that information before they do. As well as data protection issues, it’s also important to consider discrimination risk.
Even though a clear majority of HR directors are opting to try and ensure staff and customer safety through vaccine mandates, the decisions are not always straightforward. Many sectors are facing a staffing crisis, as the number of available workers fails to keep up with employer demand – those recruiting must also factor in the need to appeal to as wide a pool of candidates as possible, and remain mindful of the obvious discrimination risks.
Original article here.