President Obama signed an Executive Order Monday banning discrimination against LGBT employees by federal contractors.
Last month, I blogged here that the White House had announced that it intended to eventually ban LGBT discrimination by federal contractors through Executive Order because the Employment Non-Discrimination Act (ENDA), did not make it through Congress.
Since that time, several gay-rights groups withdrew their support for ENDA, fearing that it afforded “religiously affiliated organizations … a blank check to engage in workplace discrimination against LGBT people.” Read more…
What do you say if a job applicant asks you this?
“What makes this company a great place to work? What outside evidence (rankings/awards) do you have to prove this is a great place to work? What is the company going to do in the next year to make it better?” Read more…
It’s a job seekers market, but hiring managers haven’t yet fully adjusted to the change, with 40 percent of them taking almost a month to make an offer, only to find out in many cases that their candidate is turning them down.
More than 8 in 10 of the MRI Network recruiters participating in the semi-annual MRI Network Recruiter Sentiment Study said today’s employment market is candidate-driven, a 25 point jump from the 2012 study.
That means the professional, executive and managerial candidates who are the majority of those recruited by MRI franchise offices can be more demanding when it comes to the nature of the work they want, the companies they’re willing to work for, and the compensation and benefits they’ll accept. Read more…
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…
Nearly every hiring manager can think of the one who got away.
Think back to a time when you were hiring for an open position and had an excellent pool of candidates to choose from. Hundreds of qualified individuals applied for the job, but you had to narrow it down to your top three picks.
Unfortunately, you could only hire one of those candidates, which meant you had to place the other two applications into your “no” pile.
Once you made your hiring decision, you failed to keep in contact with your other top choices. Because of this, those candidates forgot about your company and moved on to a better opportunity. Read more…
Look at the metrics most recruiters track below and tell me which ones are truly important.
- Time to fill;
- Number of applicants;
- Number of job offers;
- Cost per hire;
- Time to start; Read more…
I can’t tell: Is this actually good news, or simply wishful thinking?
CareerBuilder’s Midyear Job Forecast says that nearly half of U.S. employers “plan to add full-time, permanent employees over the next six months, and one-third plan to hire temporary or contract workers – both improvements over the same period in 2013.”
The key word there is “plan,” because employers saying they “plan” to hire isn’t the same thing as saying they “will” be adding additional staff. Read more…
Internship programs, when done properly, can provide a great amount of value to both the intern and the company hiring them.
If both parties go into an internship with the right attitude, lifelong relationships can be forged to the benefit of everyone involved.
If you find yourself wondering, “Should I hire an intern?” then ask yourself these three (3) questions: Read more…
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:
- What is the specific reason this person is unsatisfactory?
- 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…