Recruitment

Changes to Legal Immigration Programs

»Posted on Dec 2, 2014 in Compliance, Newsletters, Recruitment, Retention | 0 comments

While everyone is focused on illegal immigration, don’t lose sight of President Obama’s executive actions intention to make things a bit easier for employers to access and retain legal immigrants. Business leaders have pleaded with Congress to pass an immigration reform bill. Tom Donohue, President and CEO of the U.S. Chamber of Commerce stated this reform would boost productivity, attract worldwide investment, raise the GDP (Gross Domestic Product) and slash the federal deficit. Immigration reform is needed to alleviate labor shortages. The technology sector struggles to find qualified candidates. A recent survey conducted by Adecco found there is one unemployed person for every 1.9 vacant STEM (Science, Technology, Engineering and Mathematics) jobs in the...

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The Hourly Rate of Poverty

»Posted on Sep 23, 2014 in Newsletters, Recruitment | 0 comments

Minimum wage began in 1938. Employees engaged in or producing goods for interstate commerce were granted a minimum wage of $0.25 per hour. That same year, President Roosevelt stated, “I see one-third of a nation ill-housed, ill-clad, ill-nourished.” after federal agencies studied income levels. Poverty lines before 1958 did not take family size into consideration. After that time, the gender of head of household as well as family size were factors. Later, gender was dropped from the quotient. The earliest poverty threshold for a woman with two children was $2393 in 1961. By that time, the minimum wage rose to $1.15. Comparing the minimum wage with poverty level of a single head of household with two children revealed interesting results. A full- time...

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The Buck Starts Here

»Posted on Jul 16, 2014 in Mitigating Liability, Newsletters, Recruitment | 0 comments

Every step of the employment process is important and the employment application is no exception. Most employers use employment applications. It is an integral part of the hiring process; a tool that should not be overlooked. A recent New Jersey court decision emphasized the importance of a well-written employment application. In the Rodriguez v. Raymours Furniture Company, Inc. case, the furniture store’s employment application included this statement: I agree that any claim or lawsuit relating to my service with Raymour & Flannigan must be filed no more than six(6) months after the date of employment action that is the subject of the claim or lawsuit. I waive any statute of limitations to the contrary. The court dismissed the case because Rodriguez filed...

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Hire Slowly

»Posted on Feb 10, 2014 in Compliance, Newsletters, Recruitment | 0 comments

Take time to evaluate the need for the position whether it’s a newly created position or a replacement. Align the need to the business purpose. If a job description exists, review and revise it. Know and incorporate the skills, aptitudes, and work style of the best performers in the position or a similar position. Refine the purpose statement to include key words designed to be optimized in search engines. Identify the functions critical to the position and describe the level of authority. The qualifications must be relevant, tied back to the essential functions and objective, such as two or more years designing software programs. Limit the list of skills required to perform essential functions to five for recruitment purposes. Develop the posting directly...

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The Road To Recovery

»Posted on Dec 1, 2009 in Newsletters, Recruitment | 0 comments

Labor costs are falling and productivity is increasing. Employers are finding new ways to boost profits, including technological changes to increase machine output. Companies are reaching their limits of how much can be produced with the current workforce; even with consistent overtime. How much is too much to ask of employees? According to Watson Wyatt and World at Work, employers’ cost cutting has contributed to a sharp decline in morale and commitment. Forty-one percent of top performers surveyed believe pay and benefit changes have had a negative effect on quality and service; 29% have lost confidence in management’s ability to grow the business and 26% are less likely to be satisfied with advancement opportunities. As demand increases, many predict...

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