My concern is that while record keeping (particularly in hiring) is a topic that has been endlessly discussed in the public forum, the most significant problems remain, and the risk of significant cost to the contractor is still there. In fact, one of the reasons I chose to write this was not to remind people of an ongoing issue, but to make perfectly clear that with the significant expansion of record keeping requirements under VEVRAA and Section 503, I am certain the problems for contractors is on the verge of getting worse.
While there certainly are more than these, Monster.com put together a list of five questions that aren’t legal to ask during a job interview. Recruiters take note:
For example, it’s illegal to ask any questions related to protected classes, says Charles A. Krugel, an HR attorney. “Protected classes typically include race, gender, nationality, religion, military status and age (40 and up). Usually, such questions are intended to identify those class members. More often than not, it’s ‘loaded’ questions that are asked, or those where it’s fairly obvious that the asker has a hidden agenda and the question has little to do with the job’s essential duties.”
Some examples of these questions include,”I notice that you live in Brookfield, there’s some nice country clubs and retirement communities there — are you a member of any of them?” and “If you need to commute to work, how would you do that?” The first question can relate to socioeconomic status, gender, race, religion and age, Krugel says., while the second may be looking for information on socioeconomic status and race.
There’s no doubt that the Screening Questions module is one of the most powerful features contained in the Hirebridge platform.
Did you know that each job can contain its own screening questions, which allows you to deeply profile your candidates regarding their qualifications based on the position they’re apply for. You can tag specific responses as qualifiers and dis-qualifiers, as well as assign point values to each response.
This module provides you with a powerful “virtual assistant” that helps you segment out candidates that meet your minimum criteria, as well as being able to weight those that are most qualified.
If you’re not leveraging the power of the Question Sets module, or need any help setting them up, send an email to email@example.com and we’ll be happy to assist.
One the most common and frequent challenges we hear from recruiters is getting managers to review candidates and provide feedback to them. Often times, there is a breakdown in communication during this process, which becomes an obstacle to everyone involved.
We’ve been hard at work studying how to address this need from every potential angle, and to devise a solution that “feels” and “acts” natural — something that recruiters and managers alike will embrace to help them be more productive and reduce their workloads.
We call it, Closed-Loop, Frictionless Feedback.
It’s really quite simple in its approach, yet incredibly powerful, flexible and complex in its abilities. The key benefits are as follows:
- Natural process that takes little to no training
- Recipient does not need to log in to provide feedback
- Feedback can be collected from single or multiple recipients
- Point values can be assigned to specific responses
- Specific responses can be tagged as qualifiers and dis-qualifiers
- All activities are logged at the user and candidate level
- Ability to automatically disposition candidates based on specified criteria
- Comprehensive reporting and compliance tracking
We’re excited to help every company and organization leverage this incredible and unique component to streamline their recruiting process, so send an email to firstname.lastname@example.org and we will provide you with complete details.
Via NYTimes.com …
With job openings scarce for young people, the number of unpaid internships has climbed in recent years, leading federal and state regulators to worry that more employers are illegally using such internships for free labor.
Convinced that many unpaid internships violate minimum wage laws, officials in Oregon, California and other states have begun investigations and fined employers. Last year, M. Patricia Smith, then New York’s labor commissioner, ordered investigations into several firms’ internships. Now, as the federal Labor Department’s top law enforcement official, she and the wage and hour division are stepping up enforcement nationwide.
Today’s job market has created a conundrum for growing companies. The landscape is rich with qualified candidates. But issue a want ad, and some statistics note that 200 applications are likely to respond.
How can any employer reasonably cope with that flood of candidates?
Those corporations, healthcare organizations and government departments using an applicant tracking system find they have a powerful, enterprise-wide job acquisition and talent management solution ideal for businesses in hiring mode – or even those that are fully staffed.
Today’s ATS provides web-based applicant tracking and candidate management systems that empower businesses with easy-to-acquire and easy-to-use tools to reduce costs and streamline business operations. They automate candidate application and resume management – and create an invaluable competitive advantage.
Via MercuryNews.com …
A recruiter who left Google last year says that the company had maintained a “do not touch” list of companies including Genentech and Yahoo, whose employees were not to be wooed to the Internet search giant.
That revelation could be significant in light of this week’s disclosure that the U.S. Justice Department is investigating whether Google, Yahoo, Apple, Genentech and other tech companies conspired to keep others from stealing their top talent.