Section 605(a), of the Fair Credit Reporting Act (FCRA) addresses limitations on information contained in consumer reports, more commonly referred to as background check reports or background check profiles. This provision is intended to prevent agencies from reporting outdated information.
ASE receives many calls regarding assessment tools to evaluate employment candidates. There are many testing instruments in the market that test for job skills, intellectual acumen, and candidate-to-job personality fit.
Last year SHRM CEO, Johnny C. Taylor Jr. launched a national conversation surrounding the need to close the skills gap – a critical issue that affects all employers and employees.
A recent study by Payscale entitled Why They Quit You shows the top reason employees leave their job is a bigger paycheck. However, when employees were asked what attracted them to a new position, ‘the opportunity to do more meaningful work’ was the most common response.
When it comes to hiring new graduates, recruiters hold the esteemed responsibility of ushering them into their career – their first “real” job! Welcoming these vessels of potential into the world of employment often means welcoming them to the “real world”. The world of salary bands and minimum ranges.
In a study done by Leadership IQ, CEO, Mark Murphy and his team followed 20,000 new hires during their first three years of employment. The results were startling: 46% of the participants failed in their job during the first 18 months due to ATTITUDE.
When many HR Professionals think of social media tools and platforms that can be used for recruiting, the app Snapchat is probably one that doesn’t come to mind. For those that are not familiar with Snapchat, it is a mobile messaging application used to share photos, videos of up to 10 seconds, and drawings that are called “snaps”.
The North American Talent Board Candidate Experience Awards Benchmark Research, or CandE Program, found that there was improvement on the candidate experience from 2018. The research included 200 participating companies and over 30,000 job seekers. 70% of the employer participants were from the technology, services, financial, and healthcare industries, with financial employers increasing 34% from 2017.
CareerBuilder released the findings of its annual hiring study, which revealed that 40% of employers plan to hire full-time, permanent employees in 2019, and 47% plan to recruit part-time workers. The war for talent continues on.
Due to many factors that are changing the landscape of recruiting, hiring managers are seeking the assistance of staffing firms to support their hiring efforts. In fact, after surveying over 850 hiring managers and over 650 internal staffing employees CareerBuilder recently released a study reporting an anticipated increase in the use of staffing firms within the next five years.
A new Accountemps survey found that more than nine in 10 senior managers (94%) are open to rehiring boomerang employees – staff members who previously left the company on good terms. However, the survey also revealed that former employees were not quite as eager for a reunion, with only 52% of workers likely to apply for a position with a previous company.
Perspective candidates have access to your employment brand 24/7. When you recruit for an organization that has a solid and stable brand, it’s a thing of beauty. Candidates will click away on your website, fill out that application, and even join your talent network. A good employment brand will pull candidates toward you. A bad one can turn them off; forever.
Set yourself up for hiring success in 2019 by ensuring that your hiring process is well structured and organized. Below are a few tips that are trending in Talent Acquisition and are proven to optimize your hiring process in the new year.
Whether your preferences lean toward shortbread or gingerbread, this holiday season’s cookie exchange could possibly be the sourcing tool you are looking for. Sourcing “jam sessions” are a newer concept taking shape within organizations that welcome the input of their hiring managers, talent acquisition (TA) professionals, and subject matter experts into the selection process. And they do it over food.
Emotional Intelligence is critically important at the workplace, yet it can be difficult to assess during the interview process. Even so, it’s often considered even more important than technical skills.
Hiring managers and talent acquisition professionals have all heard the term, go with your gut, but when it comes to making solid hiring decisions, using your head is the best choice.
Low unemployment and high demand for talent is creating a recruiting environment where job seekers and newly hired employees are in control. CareerBuilder and SilkRoad have released the results of a new survey conducted by The Harris Poll identifying job seekers' and new employees' expectations for hiring and onboarding.
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