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On one hand, employers have to comply with the law and be sure they’re not hiring someone who does not have work authorization in the US. This means taking care to be very diligent during the I-9 process and making sure to “dot your i’s and cross your t’s.”
All employers want to hire the best employees. So why is it that we often find, despite our good intentions and thorough recruiting process, that we still end up with employees who are not a good fit for our organization? This wastes time and money. Why do we do it?
Job descriptions aren't merely lists of qualifications and duties. To the contrary, they are active documents by which you determine who you will hire, and how you will evaluate and compensate the people who will eventually fill those jobs. Getting them right takes time and a good understanding of what they're trying to accomplish. HR […]
People come to an interview wanting to tell the interviewer what the interviewer wants to hear. Interviewers often feed right into this by structuring the interview in a way that gives the applicant information to repeat back—allowing them to look perhaps more qualified for the role than they truly are. This is one reason why […]
by Richard R. Voelbel Minnesota’s new “ban the box” law takes effect January 1, meaning private employers will be prohibited from inquiring about a job candidate’s criminal background until after the candidate has been selected for an interview or has received a conditional offer of employment. Public employers already have been prohibited from including a […]
Associated Builders and Contractors has filed a lawsuit against the U.S. Department of Labor alleging that its new hiring regulations for federal contractors exceeds the department’s statutory authority. The regulations, which implement Section 503 of the Rehabilitation Act, require federal contractors and subcontractors to aim to have individuals with disabilities make up 7 percent of […]
Job descriptions are the glue that holds together organizational hierarchy and work processes. When they are well-written, job descriptions create tangible objectives and signify accountability. To keep their companies in compliance with federal and state employment laws, human resources professionals need to be certain that the essential functions of every job are clearly documented. When […]
Retailer Toys “R” Us will pay $35,000 to settle allegations that it required a deaf applicant to provide her own interpreter for a job interview according to the U.S. Equal Employment Opportunity Commission. EEOC filed suit earlier this year on behalf of Shakirra Thomas, alleging multiple Americans with Disabilities Act violations. According to the commission, Thomas […]
Under the “escalator principle” of the Uniformed Services Employment and Reemployment Rights Act of 1994, employers must consider workers returning from military service for discretionary promotions they might otherwise have received — not just automatic promotions, according to the recent decision of the 1st U.S. Circuit Court of Appeals that overturned a ruling by the […]
In a world where more and more people have digital personas and social media is used by millions, is it any surprise that nearly every social media platform – including Pinterest – has a recruiting angle?