Face long odds in finding employment; have trouble translating their experience into work skills.Read More
Here are some handy tools when considering hiring disabled workers.Read More
One recruiter says that since incorporating online interviews she has cut spending from about $10,000 per search to roughly $500. Yet an employment lawyer advises clients to proceed with caution when using it.Read More
Manager, human capital consulting, PDRI, Arlington, VirginiaRead More
I am HR Manager a nonprofit mental-health organization. Many managers are complaining about poor workplace behaviors of employees. Although not illegal, these behaviors are unhealthy and unproductive. Employees do not seem capable of getting along with each other, and it's harming our ability to work efficiently. What can I do to address these behaviors and improve this toxic work environment?
Experts contend that employers increasingly discriminate against jobless Americans in hiring decisions, and such practices could violate equal opportunity laws.Read More
Although there is growing use of E-Verify by private employers, a large percentage of those companies are using it because they are required to—either because they operate as employers in a jurisdiction where it is legally required or because they are federal contractors or subcontractors. For the vast majority of employers in the U.S., E-Verify is still optional. The chart below shows the circumstances in which E-Verify must be used, and when it’s merely an option for an employer to consider.Read More
In a tough job market, some candidates go beyond being creative and fake aspects of their résumés to increase their attractiveness to would-be employers. By recognizing a few of the most commonly used deception techniques, employers can better position themselves to identify applicants who work hard to hide a history of hardly working.Read More
Recruiters at our company have a tough time closing deals. They gather specifications, source qualified candidates, screen and interview candidates and compile 'short lists'--and then they wait to hear back. Trouble is, I think our recruiters either a) have poor communication skills or b) aren't doing their jobs efficiently. How do I identify and plug the gap? What training modules might exist for enhancing their skills?