The Employment Expert - blog

What Will Amazon’s Impact Be on D.C. Area Businesses?

Posted by Sarah Perlman on Feb 14, 2019 11:17:00 AM

In 2018, the Virginia Chamber Foundation commissioned a study titled, "Economic Impact of Amazon’s Major Corporate Headquarters in Virginia and the Washington MSA." Their findings? The total economic impact of Amazon HQ2 will be $14.2 billion in Virginia. While this is great news for the region’s economy, what does it mean to businesses already operating in the area?

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Topics: Recruiting, Workforce, Local News, Retention, Unemployment, Business, Original Content

Tackling the Challenges of Low Unemployment

Posted by Carol Anderson on Feb 13, 2019 10:07:00 AM

The unemployment rate recently hit its lowest point since 1969, dipping to 3.7%. While that's great news for candidates, it might stir a little bit of fear in the hearts of HR professionals.

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Topics: Unemployment, hiring, Strategic

6 Things to Consider When Texting Job Candidates

Posted by Sharlyn Lauby on Feb 8, 2019 9:10:00 AM

A few years ago, I went to the SourceCon conference. During the event, one of the speakers asked the crowd how many people texted candidates and quite a few people raised their hand, more than I would have suspected at that time. Since then, I have continued to hear more and more people talk about texting candidates. If you’re not texting candidates, you might be behind the curve in today’s competitive talent market.

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Topics: Job Seekers, texting

4 Predictions For HR And Talent Acquisition In 2019

Posted by iCIMS on Feb 6, 2019 10:00:00 AM

It seems like the recruiting industry was in a constant state of change throughout 2018. In the last 12 months, we faced an historically tight labor market, the initial impacts of Google’s entry into the talent acquisition space, and the gearing up for and the introduction of GDPR. Additionally, new technology disrupted the industry daily with mobile, social, and AI leading the charge. Let’s take a look back at some of the top recruitment news of 2018 and how key trends might transition into 2019.

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Topics: data, Job Seekers, GDPR, AI, Google for Jobs

Key Areas of HR to Review as You Begin the New Year

Posted by Strategic Human Resources, Inc. on Jan 30, 2019 2:31:56 PM

As we roll into the New Year, it’s a fabulous time to do a quick audit of your HR function. This will help you start the year on the right foot with a plan. Too often the day-to-day grind keeps us from planning and being strategic. This year, let’s change this!

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Topics: Drug Screening, Managing, Improvement, Job Description, Recruitment, Strategic, employee handbooks

Has the College Degree Lost Its Luster?

Posted by Ira S Wolfe on Dec 11, 2018 4:00:43 PM

 

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Topics: Degrees, Applicants, Employer

Lessening the Impact of Employee Turnover

Posted by Greg Wolf on Dec 11, 2018 3:51:40 PM

 

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Topics: Turnover, Retirement, HR

Benefits and Risks of Using Social Media Data When Hiring

Posted by Tony Restell on Dec 11, 2018 11:59:51 AM

 

The meteoric rise of social media has created new opportunities and challenges in the workplace, affecting each and every department in different ways. The recruiting and HR departments are no exception, with businesses of all sizes increasingly looking to access candidates' social media profiles when shortlisting.

Social Media Candidate Vetting
However, with great power comes great responsibility and recruiters need to strike a fine balance in deciding how deep to go when tapping into social media data.
To get a thorough understanding of this dilemma, I spoke to Fiona McLean, CEO of The Social Index. With a background in both corporate hiring and HR, McLean is in the perfect position to shed light on the benefits and risks associated with social media profiling.

WHY TAPPING INTO SOCIAL MEDIA PROFILES MAKES SENSE
McLean highlighted three key areas in which social media profiling can add value to the recruitment process:

First, using social media data to refine the information on file about a candidate enables recruiters to draw up a stronger short-list. They can also more accurately assess whether a particular candidate will be a good cultural fit or not. As covered in previous TalentCulture blog posts, creating a strong company culture is now a big concern for businesses of all sizes. Social media can be a powerful tool in matching talented employees with the compatible workplaces they are looking for.

Second, a candidate's social media footprint can indicate how extensive their professional network is, as well as how engaged they are with their contacts. Although this is especially relevant in roles such as business development, being able to leverage employee connections can be valuable in many different organizations and roles.

Third, social media activity can also provide invaluable information about how a candidate deals with certain situations. For example, recruiters may seek to assess how they are likely to react during conflict or how empathetic they can be. This is potentially a valuable source of insight when assessing somebody's suitability for a customer service role, for example.

THE DANGERS OF DISCRIMINATION AND INCONSISTENCY
While the above points illustrate some of the many benefits of mining social media profiles during the recruitment process, McLean was eager to point out that there were also potential downsides.

One of the main issues of contention with social media research is where we draw the line when it comes to collecting data. It can be difficult to judge which data is relevant to a candidate's prospective role and occupation and which is not. Getting this wrong can have serious implications.

For example, if a candidate has reason to believe that they have been denied an opportunity due to their ethnic background, religious beliefs or political ideologies then there is a real risk of a company being on the wrong end of a discrimination claim.

Another potential problem when looking at candidates' social media profiles is ensuring consistency. Some people are more active and public than others in the social sphere, making it difficult to agree on a consistent and sufficient set of data to use when assessing suitability. A tried and tested methodology for assessment is needed to ensure a level playing field.

There is also the important issue of consent. How do recruiters communicate their social media research process and ensure that candidates are comfortable with that?

SETTING PARAMETERS WITH SOCIAL MEDIA RESEARCH
According to McLean, recruiters should be actively looking to utilize social media research while minimizing the pitfalls highlighted above.

Companies already communicate the various stages of their recruitment process (e.g. interviews, selection criteria, assessments, etc.) and social media research can be incorporated into this. This should be clearly tied to the specific requirements of the business and job role to help put candidates at ease and secure consent.

Using a third party which specializes in collating and presenting relevant social media data for recruiters will also help to alleviate fears over potential bias and discrimination. The upsides of using social media profiling in hiring suitable candidates are just too important for it to be left out of the recruitment process. Balancing social data collection with respect for boundaries and applying this research in a clear and consistent manner is a task all recruiters need to be engaged in.

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Topics: Social Media, hiring, Social Index

Can We Hire Someone on a J-2 Visa?

Posted by Strategic Human Resources, Inc. on Dec 7, 2018 11:41:23 AM

Question:
What is a J-2 Visa holder? And, can we hire a J-2 Visa holder for a position that is located in the United States?

Answer:
A J-2 Visa holder is a spouse or dependent of a J-1 Visa holder.  A J-1 Visa is a non-immigrant visa issued by the United States to research scholars, professors, and exchange visitors participating in programs that promote cultural exchange, especially to obtain medical or business training within the U.S.

A candidate that is a J-2 Visa holder is eligible to work in the United States if they have an Employment Authorization Document (EAD) from the Department of Homeland Security or Immigration.

When you onboard the J-2 Visa holder as an employee of your company, you would use the information on the Employment Authorization Document as a “List C” documentation on the I-9 form.  An Employment Authorization Document does have an expiration date. Be sure you take note of is the expiration date. You will need to get an updated Employment Authorization Document from the employee if the individual continues employment after the expiration date.

When employing an individual that is a non-US citizen, it is always best to make your attorney aware and consider consulting an immigration attorney to ensure you are in compliance.

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Topics: EAD, Department of Homeland Security or Immigration, J-2 Visa

OSHA's New Position On Post-Incident Drug Testing and Safety Incentive Programs

Posted by David Dubberly on Nov 5, 2018 3:26:01 PM

 

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Topics: Drug Screening, OSHA, Employer

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