Jan 17, 2020 10:49:13 AM
Jan 9, 2020 2:00:00 PM
Pivotal, crucial decisions are made every day by HR. Human Resources Professionals shoulder big responsibility, especially if they work in the healthcare industry. In addition to the normal burdens of recruiting, hiring, and maintaining a competent, productive workforce, Healthcare HR must deal with a plethora of laws and regulations. Failing to understand them properly can cost the organization big.
Oct 31, 2019 10:00:00 AM
Aug 28, 2019 1:30:00 PM
Most of today’s companies utilize some sort of background screening process before making a hiring decision. Criminal searches, driving record searches, reference checks, employment and education verifications, assessment testing, credit checks, and drug screening all fall under the “background screening” umbrella.
Jul 18, 2019 4:01:00 PM
By the very definition of the title Human Resources professional, the focus is primarily on, well, humans. HR is responsible for employee interactions, policies and procedures, choosing the best new hires, and many other responsibilities involving people.
Jun 27, 2019 8:40:00 AM
This article was written by Ryan P. Lessmann and first appeared on the National Law Review website.
In an effort to prevent persons with criminal records from being automatically ruled out for job vacancies, Colorado Governor Jared Polis has signed “ban the box” legislation. The new law will go into effect in September 2019 for employers with at least 11 employees, and employers with fewer than 11 employees have until September 2021 to comply.
This makes Colorado the 13th state to enact “ban the box” legislation for private employers.
Jun 14, 2019 9:52:00 AM
It probably doesn’t keep us up every night, but our company vendors are extremely important. They make certain our processes run smoothly, our shelves stay stocked, and we have access to necessities like the internet, copiers, and phone systems.
HR vendor partners are especially important. After all, what’s more critical to organizational success than their human capital?
HR is typically in charge of vendors that include recruiting companies, job boards, Applicant Tracking Software (ATS) systems, background check companies, payroll services, and employee training vendors. This list isn’t exhaustive, but it shows that HR shoulders significant responsibility in choosing vendors that are reputable, dependable, and perform well. Toss in the hundred other projects HR handles and it’s easy to see why thoughtful consideration of every vendor can seem overwhelming. However, if HR makes the wrong vendor decisions, there may be costly and long-term consequences to the company.
May 17, 2019 1:05:00 PM
Data Facts strives to inform our clients of the ever-evolving laws and regulations affecting their background screening process. This article first appeared on the JDSupra website.
Effective May 10, 2020, New York City’s Human Rights Law will prohibit employers from requiring job applicants to submit to a marijuana or THC drug test as a condition of employment, with some limited exceptions. The NYC law is the first to ban pre-employment testing, but likely not the last in light of increasing momentum to legalize the recreational use of marijuana.
Apr 24, 2019 2:00:00 PM
Whoever first said, “Nothing stays the same except change”, should have received a big prize because it’s true. HR Professionals can testify everything about the way people are recruited, hired, and onboarded constantly evolves and shifts.
In the last few years, technology that affects HR has moved in dog years: Each one feels like seven. How can HR pros, who already have a dozen important tasks on their plates, keep up and stay relevant?
It’s a difficult question.
Here are 5 important directions hiring technology is moving. HR pros must understand these so they can stay competitive in the current environment.
Apr 4, 2019 10:50:12 AM
Data Facts periodically shares insights from other publications that are relevant to our audience. This article was written by Sharlyn Lauby of #HRBartender and first appeared on HR Bartender.
I knew that today’s title will get your attention. I’ve been waiting for someone to send me this question! I’m sure this reader’s note will resonate with many:
I have a question regarding social media. Last year, we came across a candidate who had a number of recent social media posts expressing racially charged views. We decided not to move this candidate along in the selection process as these posts didn’t reflect our company’s values. Our thought process was:
1) They’re a reflection of our brand and we don’t want to be associated with those views and,
2) Those views probably wouldn’t be good for employee morale.
Were we wrong to use social media in this way? Is there a legal issue with making decisions like this in the future? Would appreciate your insight!