Is your company properly obtaining background check reports? Still confused about the EEOC’s criminal records guidance?
If that’s the case, then please join this upcoming First Advantage webinar, presented by Dana Howells and Paul Kehoe, as they uncover and share all the latest and greatest information, including:
- How to follow the Fair Credit Reporting Act when obtaining, and before using, a background check report.
- Designing a process to account for relevant risks and qualifications under Title VII.
- When and why to ask applicants about their criminal history, and, how to do it properly.
- And much, much more!
This exciting and groundbreaking webinar is sure to be loaded full of information that you will find absolutely relevant, make sure you don’t miss out and register today!
Date/Time of Webinar: November 12, 2014 at 2 pm Eastern/11 am Pacific.
Sponsor: First Advantage
Can’t attend the live webinar? No problem! Register and receive links to the webinar slides and recording to view at a more convenient time!
Reports from the Federal Reserve say that a shortage of skilled workers in a variety of trades are showing up here and there across the U.S., putting upward pressure on pay.
Employers are having to pay more to attract workers in construction and manufacturing in several parts of the U.S. In parts of the Midwest, mid-Atlantic region, and the Northern Plains states, transportation workers are seeing somewhat higher pay. And in New York the number of workers quitting to take higher paying jobs is on the rise. Read more…
On the heels of a survey finding that a quarter of all employers plan to add temporary staff this quarter comes a forecast that temporary agency staffing will increase 8.7 percent over last year.
Temp industry consultant G. Palmer & Associates says temporary employment will average 2.978 million workers in the fourth quarter. For the last quarter of 2013, the average was 2.739 million. As of September, the U.S. Bureau of Labor Statistics reports temp agencies employed a record 2.934 million workers. Read more…
It’s pretty much the norm that about 10 percent of your employees will always fall into the “underperformers” camp.
If you are tired of the headaches they routinely cause, here are the only two ways you can permanently remedy the situation:
1. Increase accountability while simultaneously reducing your tolerance level. Specifically, make everyone accountable for their own performance, starting with you. You are the one who hired the underperformer and you are the one letting it slide. Read more…
The workforce is changing. Millennials are entering the workforce in droves and can add so much to an organization.
While managing Millennials can pose some interesting challenges to management, the upside is tremendous, with the fresh ideas and hard work they bring.
Before you can start strategizing on managing your Millennial workforce first you need to recruit them, and just like managing Millennials is different, they need to be recruited differently as well. Read more…
With over a year of debate and some last-minute amendments, the District of Columbia’s Council recently passed a ban-the-box law that includes its own unique list of considerations before an employer can withdraw an offer of employment based on criminal history.
The Council vote was 12-1; only Chairman Phil Mendelson voted against the bill.
In an interview, Mendelson said that he supports the “basic thrust” of the legislation but that late amendments were “troublesome,” giving ex-offenders greater rights in the hiring process than other citizens.
“This goes way beyond ‘ban the box’ and into telling businesses how to hire,” he said. “How much do we want to regulate how a business wants to hire somebody?” Read more…
As some of you may have realized from recent posts (like Wanted: People Who Aren’t Stupid), I’ve been interviewing candidates recently for the position of Technical Recruiter working for my company, HRU.
I love interviewing because each time I interview I think I’ve discovered a better way to do it, or something new I should be looking for, and this most recent round of interviews is no different.
Like most HR/Talent Pros, I’m always interested in quality work/co-op/internship experience because, let’s face it, it’s been drilled into us – past performance/actions will predict future performance/actions. Read more…
Often, it’s not about what you ask, but how.
Here are three (3) tips for improving the way you ask interview questions of job candidates, and the responses they should elicit:
- Be curious. Doing all the talking doesn’t make you an effective leader. Be inquisitive and ask about topics that are important to you and to the person you’re talking to. Read more…
August may have disappointed labor analysts with its unexpectedly low count of new jobs, but for recruiters, the evidence out of Washington and elsewhere says recruiting difficulty is only going to get worse.
Nationally, it took 24.9 business days (Monday-Saturday are business days for this report) to fill a job in July, according to the Dice-DFH Vacancy Duration Measure. That’s a bare tick off June’s 25.1 days. Meanwhile, the Job Openings and Labor Turnover Summary from the U.S. Bureau of Labor Statistics, put July’s openings rate at 3.3, a 22 percent increase over the 2.7 in July 2013.
What these numbers mean is that the average number of openings, expressed as a percent of total employment, is increasing. Or, to put it more simply, the number of open jobs is creeping up. Read more…