Universities are some of the most interesting and diverse places you can find in the United States, hotbeds of self-discovery, education, and even experimentation. They are among our greatest national treasures, and, as a side note, there are more often than not gorgeous repositories of storied art and architecture.
When you walk around a college campus, you truly never know who you will meet, where they will be from, and what kind of journey they are on.
That’s the magic of college.
But, when it comes to hiring and employment compliance, it is also the source of frustration and cumbersome work.
This is because college’s greatest asset—people come from all over to attend and work there—causes its biggest hiring headaches. There are so many I-9s to complete and there is no end in sight.
Hiring Headaches, Part 1: The Where and the How
While no two colleges are the same, and there is some distance between a national research institution and a local community college, one thing is for sure: a lot of the people they hire don’t already live nearby.
This is especially true with professors, who almost always apply to multiple institutions each hiring cycle and only move to campus after their hire date. But it also pertains to post-docs, research assistants, and even graduate students.
The very magnetism of college demands an onboarding solution that can bridge these distances.
Hiring Difficulties, Part 1: The How Many
Those bridges need to be quite big.
Look, colleges are larger than most US cities. Texas A&M has over 74,000 students. If students are the customers of college, that’s a whole lot of customers. The sheer size of the workforce needed to serve this population is staggering.
Food service, janitorial services, logistics, housing, safety…and none of these people are even teaching classes.
And to add even further complication, these two headaches reinforce one another. Think of it this way: Many of the people hired to support the student population are, in fact, students themselves. They work in the student bookstores, in the food halls, driving on-campus shuttles—you name it, they do it.
But they only do it for a few years at the most.
Then they graduate and somebody new has to be hired.
And then that somebody new graduates…and so on…and so on…and so on.
TrendSource Virtual I-9 Verifications
Luckily for colleges and universities, TrendSource has them covered with Virtual I-9 Verifications. Schools can quickly and cost-effectively outsource their employment eligibility compliance efforts, trusting in TrendSource’s rapid and efficient Verification System.
For hiring across remote distance and also for managing a constant hiring cycle, TrendSource Virtual I-9 Verifications are a Human Resource team’s dream come true.
Learn More About TrendSource Virtual I-9 Verifications.
