Best practices for background checks

Employers recognize the “due diligence” benefits in conducting background checks on both current and prospective employees. Legal limitations on how such checks can be performed and how the discovered information can be utilized must also be understood. I recently attended a webinar on this topic presented by Michelle A. Morgan, an attorney and partner with… Read more »

Digital interviews: see the best; hear the best; choose the best!

We recently started using digital interviews as a first step in our hiring process with candidates for select searches. These recorded audio interviews provide 4 or 5 questions specific to an actual opening for one of our clients. The applicant has up to 3 minutes to record an audio response, giving more information about their… Read more »

3 Tips on ACA employer mandate – KDHRA luncheon

The employer mandate of the Patient Protection and Affordable Care Act was the core topic of our presentation yesterday at the Kane DuPage HR Association luncheon. Attorneys Michael F. Hughes and Rebecca Dobbs Bush, partners with Smith Amundsen, led the robust and informative discussion on “Health Care Reform – Developing a Strategy Your Company Can… Read more »

Interview tips for small employers

Interviewing approaches and question content are as diverse these days as the employers and employees hiring! A local employer recently asked how to approach their interview with a prospective employee. Since they have long-term staff (with tenures averaging 10 years or more), they don’t hire very often ~ and hence, don’t interview very often. We… Read more »

3 Tips on social networking and business – KDHRA luncheon

Helen Mikulski and Julie Belloli (of The Management Association of Illinois) brought a lively and informative presentation on “Social Networking and Presence” to our October luncheon yesterday for the Kane DuPage HR Association. Top 3 tips: 90-9-1 Rule. 90% of people on social networking sites are passively present, viewing your business content but not actively… Read more »

No longer a “buyers’ market” for employers

In the past week, we’ve had three companies miss out on hiring specific applicants for direct-hire positions because other companies grabbed them first. Two of the employers simply didn’t move quickly enough and the third didn’t pay enough. Since 2009, those employers who were hiring had their pick of a large pool of unemployed workers.Now,… Read more »

Social media in hiring: disparate treatment

A recent survey by SHL Previsor, “Global Assessment Trends for 2011,” indicated that 43% of responding HR professionals currently use informal social media searches as a hiring tool, while 28% use formal social media searches as a hiring tool. Two previous posts explored the legal implications of Terms of Service agreements as well as disparate… Read more »

Social media in hiring: disparate impact

In my first discussion of the legal implications of using social media in hiring, I addressed the relevance of the site’s Terms of Service. Whether we are utilizing the site to enhance our brand as an employer, advertise our open positions, hunt for passive candidates, or screen active ones, knowing the site’s Terms of Service… Read more »

Social media in hiring: terms of service

LinkedIn, twitter, Facebook, MySpace …. Social media and networking sites offer valuable tools for branding our businesses, advertising our career openings, and identifying prospective employees. The flip side of these powerful resources is the accompanying legal risks when utilizing them for the hiring process. In this three-part series, I’ll explore some of the legal implications… Read more »