With the war for talent raging and unemployment numbers at record lows, employers are doing everything they can to recruit top talent, but are some taking it too far?
Category: Reference & Background Checks
Reference checking and background checking are critical (but not easy) parts of the recruiting process. Legal pitfalls abound, especially with discrimination, privacy, and third party participation.
What else can employers and recruiters do to better assess candidates and try to improve new hire retention? Here are a few additional steps employers can take in the candidate screening process.
A new Arizona law taking effect August 3 provides a broad exemption from negligent hiring claims for employers that hire workers who have criminal convictions. Arizona is the seventh state in the United States to enforce this type of law; could this be a sign of things to come for other employers around the country?
Résumés continue to be the foundation of marketing tools for new hires, internal promotions, and networking introductions. Their traditional organizational structure and common content areas allow for easy comparison across candidates. So, with a document holding the importance of a college essay, how can managers know that what they read is fact, not fiction? And […]
What’s a better way to attract skilled workers than to get them hot off the heels of an apprenticeship, and fortunately for California employers the number of apprentices is expected to reach 100,000 by 2020.
Ban the Box laws are gaining popularity across the nation, with the most recent law taking effect in Washington on June 7. The new law, Washington Fair Chance Act, prohibits private employers from asking about an applicant’s criminal history, conducting a criminal background check, or otherwise obtaining information about an applicant’s criminal history until after […]
It’s no secret—recent hiring surges have led to a more competitive job market. And, as a result, recruiters and hiring managers are now operating within what is referred to as a “candidate-driven market.” This means high-quality candidates can be selective about which interviews they take and, ultimately, which company they work for.
For the HR team, recruiting and hiring can take up a significant amount of time, and it’s easy to wonder, would the company be better off hiring a recruiter to handle the most arduous aspects of finding new hires? Let’s take a look at some of the pros and cons of taking this route.
Target Corporation, the second-largest discount store retailer in the United States, has reached a settlement with the NAACP Legal Defense and Education Fund (LDF) and the law firm of Outten & Golden LLP to resolve allegations that the company’s overly broad and outdated criminal background check policy discriminated against African-American and Latino applicants.
So-called soft skills are sometimes hard to quantify. Perhaps that’s why recruiters and hiring managers focus less on these skills in comparison to others.