by Elizabeth Petersen This week’s Oswald Letter is a guest post from Elizabeth Petersen, a Project Director for Simplify Compliance.
Unemployment remains at about 4%, so it’s no wonder employers are reporting optimistic hiring trends for Q2 2018. According to the recently released ManpowerGroup Employment Outlook Survey, U.S. employer hiring confidence is staying strong.
Immigration and Customs Enforcement Director Tom Homan recently directed his employees to increase worksite enforcement by “four to five times.” ICE has responded in dramatic fashion in a series of high profile raids, Form I-9 audits, and worksite investigations.
In yesterday’s Advisor, we talked about the benefits of having a diverse workforce and took a look at a few recruiting tips to ensure that the recruiting process promotes inclusion. Today let’s outline a few more tips:
As companies consider offering student loan assistance to entice Millennial job seekers, they may want to consider that the newest generation entering the workforce probably won’t find the benefit as attractive—or necessary.
Even as advocates for a positive candidate experience appear to be making inroads in corporate America, small businesses seem to be missing the message.
A new report finds that the global employment screening services market, valued at $2,939.8 million in 2016, is projected to reach $4,892.3 million by 2023, growing at a compound annual growth rate (CAGR) of 7.5 percent from 2017 to 2022. Criminal background checks as a service is estimated to be the highest revenue contributor during […]
White House Staff Secretary Rob Porter recently resigned from his position, because of allegations of domestic violence from his two ex-wives. The initial issue wasn’t the abuse itself, which he denied, but rather that Porter’s security clearance had been held up, due to the fact that he could be subject to blackmail.
A diverse workforce can be a major benefit for an employer. And diversity certainly isn’t limited to simple gender diversity or race diversity. Diversity in the workplace can mean ensuring that individuals of different ages, sexual orientations, national origins, physical ability levels, religions, and even different upbringings or social backgrounds are included.
If your company uses a lot of business jargon, you may be turning off would-be job applicants.