The company that holds the top spot on Selling Power’s ‘Best Companies’ list is recruiting again, with a tried-and-true approach to sourcing, assessment and first-year pay opportunities.
Articles by Fay Hansen
While background screening firms are adding workers’ comp checks alongside drug testing, credit reports and court records, collecting information on injuries and claims could expose companies to legal risks, including ADA compliance issues.
With hiring limited to temporary and contract positions, recruiters are still sidelined. But the trend may be short-lived.
Employers may benefit from rethinking their assumptions about hiring inexperienced workers.
Initiatives have shifted from their roots in equal opportunity for workers toward a focus on marketing goals and accessing diverse markets. But this new model may not survive stepped-up government enforcement and budget cuts threatening programs with unproven results.
Diversity and inclusion programs have proliferated over the past two decades, but the number of racial harassment charges filed at the EEOC has doubled.
With recruiting staffs decimated by the recession, recruiters are shouldering heavy requisition loads.
Some human resources executives oversee skilled professionals in tidy high-margin industries, but most manage armies of unskilled workers in messy low-margin businesses riddled with cost pressures, compliance pitfalls and safety concerns. These challenges may be magnified the greatest in the brutal world of the private prison industry.
AlliedBarton’s turnover is well below 50 percent, less than half the industry standard. The company has more than 1,100 open positions posted on its Web site; a large majority are guard jobs.
Recruiters are investing more time and boosting transparency to pull hiring managers’ expectations in line with the realities of recruiting in labor markets marked by high unemployment.