Although I understand how and why it happens, it is not in my nature to make assumptions, jump to conclusions or surmise. My analytical bent prevents me from forming critical decisions or taking action without adequate evaluation of tangible evidence or factual data.
That proclivity has served me…Continue
Are you making premature assumptions about applicants or candidates? Here’s a few common categories focused on finding the right fit. Do you see anything potentially wrong with these ways of assessing talent?
Once a person’s hard skills are confirmed through visually examining on paper or on screen or verbally over the phone or in person, soft skills almost always become a more prominent factor. Many people place a tremendous amount of credibility…Continue
If you are in a position of interviewing a job applicant, you are by virtue of that role inferring that you believe you are justified in knowing the answer to any questions you decide to ask, relevant or not.
Recently during a twitter chat related to hiring practices I responded to another participant…Continue
Check out iCIMS' latest blog post from iCIMS blogger Eileen Kern.
Right now, many employers make use of legal pre-screening questions and processes that solicit information about criminal history. According to the 2013 Employment Screening Trends Survey discussed on the…Continue
Added by Elise Jennings on June 27, 2013 at 11:00am — No Comments
You clicked to read about your idol Oprah, didn’t you? No, expecting some other big “O” content… Well, then you’re on the wrong website, buster!
Badge of honor, source of pleasure, reason for pride, satisfaction to scream about or maybe just something to accept quietly and celebrate contently in your own mind. The big O in all of its glory. Whether solo, with a best buddy or as a group, it’s something we’ll all experience - if we’re lucky to last that long.
What, you’re not…Continue
While there are laws in place to protect individuals’ 40-and-over in the workplace, it doesn’t always mean they are upheld.
According to the Equal Employment Opportunity Commission (EEOC), there was a steep increase just as recently as 2009 in the number of age-related discrimination claims. In that year, the EEOC noted 22,778 age discrimination claims, close to a 38 percent uptick from only 16,548 three years earlier.
For those that do not know, the Age Discrimination in…Continue
I have read numerous discussions over the past year in HR magazines and on Linkedin discussing the importance of hiring employees that match your company’s culture. The reason being, if I have three equally qualified candidates from which to choose, clearly at that point I must hire the individual who best fits my organization’s culture. …Continue
Sad but true, earlier this year the Equal Employment Opportunity Commission had to hold a public hearing because of a disturbing trend: several companies, nationwide, had been excluding unemployed applicants from hiring consideration. Their ads specifically stated that they would only consider employed job candidates, using phrases like “No unemployed candidates will be considered at all” and “Client will not consider/review anyone NOT currently employed, regardless of the reason.”
As we fight the uphill battle against Recruitment’s dire reputation by striving to provide the best service we can and be as ethical and incisive as possible, we do occasionally come across an instruction from the client side that never fails to shock me. I’m sure it’s something that many Recruiters will recognise, a little throwaway comment that is couched in a joke and a twinkling smile but is actually as concrete an instruction as any of the immovables on the brief.
Added by Valentino Martinez on April 2, 2011 at 10:29pm — No Comments
How can I check my recruiting process for adverse impact?
First, I commend you for stepping up to the plate and taking action to eliminate discrimination at your company. Second, please check with your law team because I am not an attorney.
Very easy to do, not always easy to fix. Adverse impact is defined by the EEOC as a substantially different rate of selection in hiring, promotion or other employment decision which works to the disadvantage of members of…Continue
Added by Nikole Tutton on March 21, 2011 at 3:00am — No Comments
I recently was asked by an executive level candidate if I had noticed a shift recently in employers’ preference for “less experienced” candidates. I had to answer yes – since 2001, I have seen a noticeable shift in some industries, except for maybe engineering and highly technical positions. Not only is there a…Continue
Facebook and other forms of social media have become increasingly popular sources for those in charge of hiring to find free information about their applicants. You may assume that certain social sites would not have a wide reach or perhaps that only today’s youth are taking advantage of social media, making a case that it isn’t worth your time to search for candidate facts through these online venues. If that’s your opinion, think again. At a recent seminar through Belin McCormick Law Firm,…Continue
Added by Michael Brandt on September 29, 2010 at 6:30pm — No Comments
You know what that means, right?
It's Equal Pay Day. (Please, you know I didn't mean that that 4/20)
Today is the day - we're told - that "symbolizes how far into 2010
women must work to earn what men earned in 2009".
Akin to "Tax Day" (the day you supposedly have to work until you make enough