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…
Most of the innovation we have seen in HR technology has been aimed at professional and managerial employees.
Take recruitment: the typical recruitment application asks a candidate to sit down at a PC and submit a resume. For someone looking for a job as a short-order cook, janitor or cashier, submitting a resume is overkill and presents a barrier to quickly filling the job.
Furthermore, many hourly workers do not have ready access to a PC. That’s another barrier to what should be a simple recruitment task. The recruitment tools that seem perfect for hiring professionals are awkward and ineffective for hiring hourly workers. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
There is an unwritten HR law that needs to be addressed. This law states: “If you fire an employee, at no time in the history of mankind should you hire back that employee to your organization.”
So it is said, so shall it be…
I was reading an article recently about ESPN’s new CEO, John Skipper, when he was asked about bringing back former polarizing Sports Center anchor Keith Olbermann. Here’s what Skipper had to say about the possibility of bringing back Olbermann: 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…
In what could be the strongest finish since before the Great Recession, an increasing number of employers say they intend to hire full-time permanent workers this quarter.
CareerBuilder’s quarterly survey of employers found 29 percent of them expect to add permanent headcount before the end of 2014, an increase of four percentage points over those saying that last year.
While hiring expectations don’t necessarily translate into action, so far this year more employers have ended up hiring more than what they told CareerBuilder they planned. 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…
Propelled by strong hiring across a range of occupations and industries, September saw 248,000 new jobs added to the economy, which helped drive down unemployment to a six-year low of 5.9 percent.
The monthly jobs report from the U.S. Bureau of Labor Statistics also adjusted upward its count of hiring in August and July, increasing both by a combined 69,000 jobs. August’s initial anemic 142,000 estimate, which surprised analysts and prompted worrying about a hiring pause, was upped to 180,000.
Economists predicted September’s numbers would be in the 215,000 to 220,000 range. The higher number, plus the upward revisions, says that the August slowdown — only the second time this year hiring was under 200,000 — man just have been a blip. 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…