Hiring

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

Bad hiring decisions are costly for employers.  They result in losses to productivity and business opportunity, may damage employee morale and can lead to turnover.  To avoid some of the most common mistakes that lead to a bad hire, PI Worldwide, a leader in using workforce analytics to optimize the performance and potential of individuals, teams, and organizations, has compiled the following tips to help managers avoid the most common mistakes that can lead to a bad hire:

 

Employers continue to screen job applicants on social media platforms and use information they obtain in their hiring decisions, according to a CareerBuilder survey.  Forty-three percent of surveyed employers reported using social media to research applicants, with mixed results.

 

The disconnect between skills employers need and those that prospective workers possess is increasing, according to a CareerBuilder survey conducted in November.  More than half of surveyed employers reported having open positions for which they cannot find qualified applicants.  Occupational areas hit most heavily include computer and mathematics (71%), architecture  and engineering (70%), management (66%) and health care practitioners and technical occupations (56%).

 

With increasingly positive economic outlooks for 2014 among private company CEOs, organizations are charting ambitious revenue goals for the year, according to a PwC US study featured in CCH Daily Document Update.  The study, PwC US's Private Company Trendsetter Barometer, reports that 57% of surveyed organizations indicated that they intend to recruit, with a composite goal of a 1.9% increase in workforce size.  The largest recruiting struggle identified, however, will be to find qualified workers with specialized aptitude in STEM areas. 

An employer practice of requiring applicants to undergo “integrity testing” may not violate the EEOC’s Enforcement Guidance on Consideration of Arrest and Conviction Records in Employment Decisions under Title VII of the Civil Rights Act of 1964 or the Americans with Disabilities Act, according to a discussion letter issued by the Equal Employment Opportunity Commission this fall.