Category Archives: Employment Screening

Are Social Media Searches Still Risky?

Source: Maureen Minehan, Employment Alert, Volume 35 Issue 16, August 6, 2018
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Gone are the days of employers casually reviewing social media to assess prospective hires. Instead, they are formalizing their social media screening practices.

That’s the conclusion of the 2018 MRINetwork Reputation Management Study, released in late May. According to the study, 18% of employers have formalized their process of reviewing candidate social media profiles and another 17% are considering doing so in the future.

“We would never hire without seriously searching all platforms,” one study participant noted.

Navigating the Maze of State and Local Employment Laws Concerning Sick Time and Family Leave, Criminal and Salary History Checks, Pregnancy and Lactation Accommodation, and Anti-Discrimination Protection for Medical Marijuana Users

Source: Alan D. Berkowitz, J. Ian Downes, and Jane E. Patullo, Employee Relations Law Journal, Vol. 43, No. 4, Spring 2018
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This article provides a brief overview of some of the major trends in employment law regulation at the state and local level.

State and local laws have long been an integral part of the web of laws that regulate the workplace. Among other things, such laws have for many years expanded the scope and reach of anti-discrimination laws, and imposed complex requirements concerning the payment of wages and other compensation issues. In recent years, however, state and local legislators seem to have widened their gaze to expand regulation into numerous new areas, including family and sick leave laws, prohibitions on consideration of criminal histories and prior salary information, and protection of the rights of pregnant and breastfeeding employees. Additionally, the dramatic proliferation of medical marijuana laws in many states has brought with it numerous challenges and issues in the employment area. This article provides a brief overview of some of the major trends in employment law regulation at the state and local level.

Increasing minority employment: Are you ready to recruit?

Source: Mary Lou Egan, Marc Bendick Jr., Employment Relations Today, Early View, First published: 23 July 2018
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From the abstract:
To increase employment from desired race or gender groups, employers nearly always first turn to recruiting from outside their organization. But a few years after such initiatives are undertaken, diversity numbers typically remain low or even decrease, turnover among recruits from the sought‐after groups is high, and the efforts are threatened by their recurrent cost. Employers need to break this fruitless cycle by thinking more strategically. Without an inclusive organizational climate that retains and fully utilizes minority employees after hire, simply recruiting more such employees will not lead to sustainable changes in workforce demographics. Drawing on empirical research, this paper describes six “red flags” that identify workplaces not ready to recruit. Only after organizational changes address the deficiencies identified by the red flags will the time for minority recruitment be at hand. But by then special focused recruitment may not be necessary; when employers change their workplace cultures to become truly inclusive, word gets around.

The new wave of equality legislation: States move to create pay parity by banning inquiries into candidate’s prior salary history

Source: Anne Cherry Barnett, Employment Relations Today, Early View, First published: April 25 2018
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From the abstract:
State‐by‐state survey on current laws prohibiting employers from inquiring into job candidate’s prior salary history.

The Robots Are Already Here: How Automation Will Shake Up Recruiting

Source: Roy Maurer, SHRM, June 8, 2018

People have been talking about automating recruiting tasks and workflows for years, but recent advances in artificial intelligence and machine learning are starting to make that talk reality.

These technologies allow talent acquisition teams to automate processes that they previously performed manually, eliminating inefficiencies and boosting productivity.

Recruiting automation can be found at all stages of the hiring process, from candidate sourcing and engagement, through scheduling and interviewing, to final selection.

When Giving References, How Truthful Can You Be?

Source: Lisa Nagele-Piazza, HR Magazine, Vol. 63 no. 3, April 2018
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Be aware of your rights and responsibilities under state law.

Let’s be real: The employment relationship doesn’t always end on a positive note. So what can HR professionals lawfully say when they’re asked to vouch for a former—perhaps even infamous—employee as part of a reference check? Can they share that someone was fired or a poor performer? 

The answer is usually yes, as long as you’re being truthful—but be aware of your rights and responsibilities under state law…..