Tue.Sep 10, 2019

Hiring and Keeping Talented Employees

HR Technologist - RB

No company likes losing good employees, but the war on talent-retention is a tough battle.

Recruitment Fails & How To Avoid Them!


When it comes to building a solid employment brand, there are some important steps to take. In last week’s blog , we doled out three pretty significant ones. However, it’s vital we reiterate that no recruitment process is complete without a specific focus on highlighting your company’s culture.

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TA Tech Selection: What to Know and What to Ask 

Recruiting Daily

When it comes to buying new technologies, there is any number of questions you need to ask. When it comes to buying a new talent acquisition technology, the list grows even longer.

How and Why to Attract Former Felons in Your Job Postings


With unemployment in the U.S. at the lowest rate (3.9%) in 19 years, companies like Apple, Boeing, McDonalds and Delta Airlines are hiring former felons. New York Governor Andrew Cuomo describes this massive talent pool: “70 million Americans have a criminal record—that’s 1 in 3 adults.

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

How to Recruit the Best Content Marketers


To say that content marketers are in high demand these days would be a serious understatement. Openings for content marketing positions increased 33% from 2017 to 2018 — and show no signs of slowing down. It’s no surprise, then, that employers are. Read More.

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Use This Conversation to Help Employees Find Their Purpose


Purpose-led organizations are the wave of the future. Forty-three percent of workers say that finding meaning in their work is very important to their job satisfaction, and nearly one-third of job seekers say they'd be willing to take pay cuts for jobs they were more passionate


EEOC Rejects ‘Boys Will Be Boys’ Excuse for Same-Sex Harassment on Construction Site

Recruiting Daily Advisor

Atlas Electrical Construction, Inc., a New Mexico electrical contracting company, has agreed to pay $195,000 to settle a sexual harassment and retaliation lawsuit filed by the Equal Employment Opportunity Commission (EEOC). Let’s take a closer look at the case. Background of the Case.

Finding Bulk Emails and Phone Numbers on LinkedIn


Big news from SignalHIre! The updated SignalHire browser extension (available in Chrome and Firefox stores) allows now finding emails and phone numbers on LinkedIn in bulk! It’s common knowledge how time consuming manual and repetitive work might be.

NLRB Seeks Opinions on How Far Protection for Foul Language at Work Should Go

Recruiting Daily Advisor

The National Labor Relations Board’s (NLRB) request for input on protection for employees who engage in profane and offensive speech signals that it may be considering a change in the factors it considers when determining if an individual’s comments go beyond what’s protected by the National Labor Relations Act (NLRA). Source: Oleksiy Mark / Shutterstock. The Board issued a notice on September 5 calling for input from the public on whether it should adhere to, modify, or overrule the standards it applies when considering whether extremely profane or racially offensive speech loses the protection of the NLRA. The deadline for comments is November 4. Section 7 of the NLRA safeguards an employee’s right to engage in “concerted activities for the purpose of mutual aid or protection.” That includes speaking out in strong ways, but the protection isn’t unlimited. ‘Nature of Employee’s Outburst’ at Issue. The NLRB currently applies a four-factor test in deciding whether an employee’s speech loses protection, Franck Wobst , an attorney with Porter Wright Morris & Arthur LLP in Columbus, Ohio, says. Those factors are: The location of the discussion; The subject matter of the discussion; The nature of the employee’s outburst; and. Whether the outburst was provoked by the employer’s unfair labor practices. Wobst says the request for input shows the Board, or “more specifically the three Republican appointees,” is open to revisiting the “nature of the employee’s outburst” factor. Under the current standard, employees engaged in protected concerted activity “may be loud, insubordinate, and profane and even sexually or racially offensive,” Timothy Murphy , an attorney with Skoler, Abbott & Presser, PC in Springfield, Massachusetts, says. “Conduct that is so threatening or offensive may lose that legal protection. Where that line is varies from case to case.”. When Confrontational Talk Goes ‘Beyond the Pale’. Paul J. Sweeney , an attorney with Coughlin & Gerhart, LLP in Binghamton, New York, says that for years, protected, concerted speech has been understood to mean discussions among employees about the terms and conditions of their employment such as wages, benefits, and working conditions, as well as communications related to union organization. Many employers, however, considered some decisions of the Obama-era Board as expanding protection to include confrontational speech, conduct, and social media posts that they found to be “beyond the pale.”. Now the Board is soliciting input on whether previous Board decisions that protected some workplace outbursts by workers claiming NLRA protection should be reconsidered. “This development may signal that the NLRB is coming full circle and restoring the right of management to discipline employees—regardless of union status—for violations of traditional workplace standards of conduct,” Sweeney says. Arguments for Protection. Wobst says the primary argument for protecting offensive speech is the recognition or assumption that certain types of labor disputes, such as what happens along a picket line, are likely to provoke strong emotions and that outbursts occurring under such circumstances should be protected “unless they are so flagrant, violent, or extreme as to render the employee unfit for future service.”. Murphy adds that arguments for protecting even offensive speech center on the notion that Section 7 of the NLRA must allow employees some leeway for impulsive behavior. Arguments Against Protection. But many maintain recent decisions have gone too far. Wobst says attorneys for General Motors, which has the case before the NLRB that prompted it to call for input, argue the Board’s current approach “is at odds with the modern workplace and may cause employers to tolerate conduct that violates other laws, such as the federal and state laws that prohibit discrimination, including harassment, based on race, sex, national origin, etc., if the employer fails to take action against the misconduct.”. Sweeney, coeditor of New York Employment Law Letter , says while offensive speech often is “in the eye of the beholder,” most employers and employees agree truly offensive outbursts have no place in the modern workplace. He says many would be surprised that racially or sexually charged comments could ever be deemed as protected, concerted speech. “Indeed, there are many federal and state laws which require that an employer provide a safe place to work and one that is free from unlawful discrimination, including harassment and retaliation,” Sweeney says. What Employers Need to Know. Murphy, coeditor of Massachusetts Employment Law Letter , reminds employers that when employees are engaged in protected, concerted activity, “the NLRA confers the legal right to be loud, impulsive, and even profane.”. Wobst, coeditor of Ohio Employment Law Letter , says unless the NLRB changes its standard, each case must be assessed on its own facts. He cites the Cooper Tire case, which the Board referenced in its call for briefs. In that case, a worker on a picket line was deemed not to lose NLRA protections for remarks that included telling African-American replacement workers to “go back to Africa” and referenced fried chicken and watermelon. “Under the standard that is currently in effect, these statements did not cause the picketer to lose the protections of the NLRA because the statements were not violent in character, did not contain overt or implied threats, and were not accompanied by threatening behavior or physical acts of intimidation,” Wobst says. “Ordinarily, an employer would not have to tolerate these kinds of statements from an employee and could face legal liability in the form of discrimination charges or lawsuits by the African-American employees if it failed to take disciplinary action,” Wobst says. But whenever misconduct arises in the context of something that might be protected under the NLRA, “it is wise to run the situation by legal counsel before taking any final action.”. Tammy Binford writes and edits news alerts and newsletter articles on labor and employment law topics for BLR web and print publications. The post NLRB Seeks Opinions on How Far Protection for Foul Language at Work Should Go appeared first on HR Daily Advisor. HR Management & Compliance employees lawsuits NLRA unlawful discrimination

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The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

7 Benefits Of Diversity In Customer Service At Your Company


Why should you care about diversity in your customer service team? You will benefit from improved service, innovation, creativity, and a lot more! Recruitment Inspiration Customer Service

Only Real Leaders May Apply

NPA Worldwide

Our guest blogger is Clair Bush , Strategy Director Logic Melon. Inspired by job seekers, designed by recruiters and built by experts, LogicMelon is a refreshingly different recruitment solution. Find out more at logicmelon.com.

Looking to Join a Recruiting Firm? Ask These 6 Questions First


Recruiting is a rewarding and profitable career choice, and joining the right recruiting firm can bring you a lifetime of opportunities and success. On the other hand, working for the wrong recruiting firm can quickly derail your career and severely damage your earning potential.


How HR-IT Partnership Takes Employee Experience to the Next Level

HR Technologist - RB

This article explores why and where HR and IT organizations are teaming up to provide the best overall experience for their companies’ number one asset — their people, shares Susan Insley, Vice President of Human Resources at VMware. Employee Engagement

Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.

The Growing Importance of the Employee Experience

Recruiting Daily Advisor

In a recent survey conducted by Expedia, it was found that 74% of Americans prioritize experiences over products. Some say this social shift stems from our desire to be unique and live a personal story only we know to be true.

How to Manage Your Staff Effectively in the Age of Automation? Q&A With Insticator’s CEO, Zack Dugow

HR Technologist - RB

Zack Dugow, CEO, Insticator shares actionable employee management tips for the age of automation. Find out how effective employee management can boost performance. Mobile Workforce

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5 Ways to Thoroughly Vet Candidates Without Being Too Stringent


Welcome to Recruiter QA, where we pose employment-related questions to the experts and share their answers! Today's Question: What is the best way to weed out unqualified candidates without being so stringent that you lose out on talented people who don't check every box?


Right-now-culture content: fuel your employer brand infinity loop

Stories Incorporated

Reading Time: 5 minutes. This post originally appeared on the SmashFly blog. . Recruitment marketers, we know you’re thinking about funnels that end in hire. But did you know there’s a different approach that can make your job easier and harder at the same time? .

HR Benchmark Report: How to Recruit, Coach & Develop Teams

Do you really want a team of all-stars? Instead of trying to hire all Type A high performers, research shows it’s much more effective to hire a mix of personalities. In this report, Paycor will explain why and how to go about assembling, coaching, and developing effective teams at work.

How Can Organizations Close the Skills Gap? IBM Offers an Answer

HR Technologist - RB

Last week, IBM released a report on The Enterprise Guide to Closing the Skills Gap. Here’s our analysis of this report. Digital Transformation

Creating an Environment That Encourages Women in Leadership

TalentCulture - Recruiting

Tracy Lawrence discusses the many benefits of truly embracing gender diversity and women in leadership within your workplace culture. The post Creating an Environment That Encourages Women in Leadership appeared first on TalentCulture.

What Does the HR Toolkit of the Future Look Like?

HR Technologist - RB

With workplaces changing rapidly, HR toolkits must stay agile and adapt fast. Here are ten technologies that will define the HR toolkit of the future. Digital Transformation


The Best Way to Utilize a Recruitment Agency

Undercover Recruiter

If you have never considered using a recruitment agency to help you find a job or even change careers then maybe you should. In March 2019 the unemployment rate in the UK hit a 44-year low.

Recruitment Marketing: More Than Revamping Your Career Sites

Speaker: Matt Alder, Host & Producer, The Recruiting Future Podcast

Talent acquisition functions are fixated on developing an authentic employer brand. However, that's not the be-all and end-all. When it comes to attracting candidates, you need to have targeted recruitment content at every stage of the candidate journey where they may interact with your company - your careers page, job descriptions, and social media.Join Matt Alder, Producer and Host of The Recruiting Future Podcast, to learn how to refresh your recruitment marketing efforts and set yourself apart from competitors.

Meet Namely: Roja Alkanti

Namely - Talent

Come payday, Roja Alkanti is every Namely employees’ favorite coworker. As a payroll manager, Roja makes sure every employee is paid accurately and on time. Having spent almost four years at Namely, Roja knows all of the ins and out of processing company payroll, but she’s not a one-trick pony.

Starting Your Own Recruiting Firm? Use This Checklist to Do It Right


According to the American Staffing Association, there are about 20,000 staffing and recruiting companies in the US operating a combined total of 39,000 offices. Where there's this much competition, there's opportunity, right?

The “Rules” of Recruiting: New Job Post Commandments

Katrina Kibben

Writing better job posts means we have to do things in a whole new way. The post The “Rules” of Recruiting: New Job Post Commandments appeared first on Katrina Kibben. recruiting


How to Attract and Hire Young Talent

Recruiting Daily Advisor

A hungry-to-learn, tech-savvy workforce is taking over, and these workers already make up 35% of the workforce. But there is a catch: This new kind of worker is one companies are having a hard time understanding and an even harder time attracting with the usual business perks.

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A Recruiter’s Survival Guide – Breaking the Candidate Silence

Ever reach out to ideal candidates and then never hear back? We thought so. The majority, if not all, of your candidates are gainfully employed and have multiple job options coming their way. What’s the best way to connect with them in order to not only get a response, but cultivate a relationship? BountyJobs spoke with a top sourcing pro to get her top 5 tips for breaking candidate silence.