Articles tagged 'Onboarding'

HR News & Trends, Recruiting and Staffing

City of Austin Shows the Wrong Way to Handle “Ban the Box”

Illustration by istockphoto.com

Question: What do you get when you combine “ban the box” compliance with utterly idiotic hiring practices? (I know I’m supposed to be diplomatic but no can do in this instance.)

Answer: Ask the city of Austin, Texas, who hired a six-time convict to work in their public library — and who just plead guilty to attempted indecency with a child.

Before we dig into the details, let me show you the resume (see: rap sheet) of said employee, Joe Heath, brought with him to the Austin Public library where he would come in regular contact with the public, including children. Read more…

Culture, Talent Management

Hiring For Core Values Is a Good Start, But There’s More to It Than That

123RF Stock Photo

This won’t be surprising to regular readers of this blog, but I am a firm believer in the importance of hiring people who personally reflect your organization’s core values.

Why? Because it makes it that much easier to embed your values into the way they work every day.

Of course, I’m not unique in my thinking. I’m sure many of you agree with the approach. Read more…

Legal Issues

Ban the Box Has Turned Into a Big Employer Problem

Ban the box

Ban the box has gone viral.

And while the removal of this little check box has potentially made life easier for job seekers with a criminal past, it has created much confusion and frustration for employers.

If you haven’t been in the loop, “ban the box” is the catchy phrase that refers to removal of the check box on a job application asking whether a candidate has been convicted of a crime. Ban the box shows no signs of slowing down, and it’s creating new headaches, not to mention real risks, for employers across the country. Read more…

HR Basics, HR Technology

How Is Your HR Department Doing Covering Its … Assets?

© Agb - Fotolia.com

HR departments are the sentries of the office, with access to sensitive personnel records such as health information, I-9 documents as well as salary details, records that can take up loads of file cabinet space, and not to mention, archived data that is located off site.

But what If you suddenly find yourself asking these questions:

  • Is our vast personnel (past and present) data secure?
  • How much time is paper-management costing us? Read more…
Recruiting and Staffing

Hiring Wisdom: What Can You Learn from Your Last Hiring Mistake?

From istockphoto.com

Every poor performer and bad hire can be traced to a flaw in the hiring system and represents an opportunity to improve that system.

Think about your most recent unsatisfactory hiring decision and ask yourself:

  1. What is the specific reason this person is unsatisfactory?
  2. If it’s an attitude problem (which it most often is), does your system include attitude testing and/or do you ask interview questions that explore attitudes. When you checked references, did you ask about attitude? Read more…
HR Basics, HR Management

Indiana Restricts Criminal History Info That Might Be Sent to Employers

From istockphoto.com

Effective July 1, Indiana has a new rule on what information “criminal history providers” can report in employment background checks.

This latest version of Ind. Code § 24-4-18-6 makes a technical correction to the law and clears up a few things. Unlike previous versions of the statute, the new law allows reporting of non-conviction and pending records as long as the information is within the 7 year window required under the Fair Credit Reporting Act.

As it now reads, the law limits reporting of expunged records and sealed records — records that any compliant screening company wouldn’t give you anyway. It also prohibits reporting certain classes of felonies that have been reduced or converted to a misdemeanor, and creates a statutory cause of action for the intentional or “knowing” act of reporting an inaccurate record. Read more…

HR Insights

Ignite HR 2014: Why You Should Hire Criminals

ignitehr-logo

As I’ve said before, Ignite HR is an intriguing and very different type of conference format.

Speakers get only five (5) minutes, 20 slides and exactly 15 seconds per slide for their presentation, and this makes for a fast-moving and (sometimes) memorable presentation. If nothing else, it moves the topic along pretty quickly.

It’s also why the session title is critical to pulling the audience in quickly. A highly engaging title can really help to pull people into the topic a lot quicker, and in some ways, reduce a bit the fast-moving and sometimes abrupt nature of the Ignite HR format. Read more…

Legal Issues

The Background Check Checklist: Avoiding Pitfalls in Screening Process

From istockphoto.com

By Samantha Southall

There was a time when employment background checks were reserved for those entering very specific careers; government jobs with access to sensitive information, those working closely with children or finances and a handful of other public-facing corporate positions.

But in the last two decades, technology has made conducting background checks faster, cheaper and more convenient for employers. According to data from the Society of Human Resource Management, 73 percent of employers use criminal background checks on employees. Read more…

HR News & Trends, Legal Issues

Baltimore’s New Ban-the-Box Law Imposes Criminal Penalties

123RF Stock Photo

Baltimore is the latest major U.S. city to “ban the box.”

Mayor Stephanie Rawlings-Blake is expected to sign a controversial bill that prohibits both private and public employers from asking job seekers about their criminal background on job applications. The bill passed the city council in April with a vote of 10-4.

The Baltimore law raises the stakes to a whole new level by imposing criminal penalties for employers who violate the law, including a fine of up to $500 per violation, and up to 90 days in prison. Employers found in violation may face both a fine and imprisonment for each offense. Read more…

HR News & Trends, Legal Issues

Nebraska Decides to ‘Ban the Box” – But Only For Public Employers

123RF Stock Photo

Last week, Gov. Dave Heineman signed off on a ban the box provision for the State of Nebraska.

The “box” in question is the somewhat controversial check-box on job applications that asks prospective employees about their criminal histories. In this case, the ban applies only to public employers in the state.

The box has become a target for advocates who claim that it eliminates ex-offenders from jobs prematurely. Nebraska’s ban the box provision was a small part of a much broader act covering job training programs, mental health and transitional services, and other provisions meant to ease overcrowding in state facilities. Read more…