The federal Department of Labor’s Office of Disability Employment Policy has launched a free online tool to help employers ensure that disabled individuals are able to take advantage of web-based job applications and recruiting technologies.  Called “TalentWorks,” the tool provides information on accessibility in the e-Recruiting process, as well as tip sheets for making online job applications, digital interviews, pre-employment tests and resume upload programs more accessible to disabled individuals.
Nearly a third (32 percent) of employers have increased the educational requirements for their positions over the past five years.  According to a nationwide survey of more than 2,300 hiring and human resources managers conducted by Harris Poll on behalf of CareerBuilder, 27 percent of surveyed employers are hiring employees with masters degrees for positions that were formerly held by those possessing bachelor degrees, and 37 percent of surveyed employers are hiring workers with college degrees for positions that were previously occupied by those possessing high school diplomas.

Summer is here and employers across the state are staffing up for the season.  Factors to consider when recruiting summer employees range from child labor laws to I-9 and medical insurance requirements.  This month, HEC is providing members with a research report on summer hiring considerations to ensure that employers “beat the heat” of an enforcement investigation by remaining compliant.


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With 36 percent of employers hiring summer workers this year, the recruitment season is well underway.  According to a recent national survey conducted by Harris Poll for CareerBuilder, 53 percent of employers offering summer jobs have roles that pay $15 or more per hour on average, more than twice the federal minimum wage of $7.25 per hour and almost twice Hawaii’s minimum wage of $7.75 per hour.  The survey reported that 72 percent of employers will pay their summer hires $10 or more per hour on average – up from 64 percent in 2014.


LinkedIn’s “Reference Searches” function does not qualify as a consumer report by a consumer reporting agency under the Fair Credit Reporting Act (“FCRA”), according to a federal court in California.  In Sweet v. LinkedIn Corp., the United States District Court for the Northern District of California held that a group of applicants who claimed that they lost jobs after employers used the “Reference Searches” function failed to state a claim that the LinkedIn service is covered by the FCRA.


The Hawaii Supreme Court recently reversed a lower court grant of summary judgment against a 59 year-old job applicant claiming that an employer failed to hire her due to age in violation of Hawaii law.  The employer argued that the plaintiff, who applied for a telephone sales position, was not qualified for the job because she lacked sales experience in the past five years, and the circuit court granted the employer’s motion for summary judgment on those grounds.  In a summary disposition order, the Intermediate Court of Appeals affirmed the circuit court, and the plaintiff further appeale

Employees plan to consider other work opportunities in 2015 in the hope of finding bigger and better opportunities.  According to a CareerBuilder survey conducted late last year, thirty percent of more than three thousand surveyed workers reported that they regularly search for job opportunities despite being employed, and sixteen percent are determined to find a new position by year’s end.  Reasons that workers are looking for new opportunities include the fact that their current position is “just a job” and not a career, because they feel like they are underemployed or overlooked in their

Congratulations, you’ve hired a new employee! Now what? Unfortunately, finding the right candidate is only half the battle of filling a vacancy. The final and most important step of hiring is effectively training for the position and integrating the employee into the company culture.


A recent survey of chief financial officers (CFOs) conducted by Robert Half underscores the importance of making the right hiring decisions.  Of the 2,100 CFOs that participated in the survey, 39 percent identified negative impacts on employee morale as the most significant cost of a bad hiring decision.  According to Paul McDonald, senior executive director for Robert Half, “A poor hire can cause friction as other employees are left to take on extra work and fix projects that weren’t done right the first time.  Bad hiring decisions also can cause staff to question management’s judgment and