Direct supervisors who are hiring to fill a position are often motivated to get as much information as they possibly can in order to choose someone that is going to be a good fit in the work unit. Unfortunately, sources such as the Internet can produce too much information for the company to legally consider prior to making a job offer. This week’s Feature from HRN Performance Solutions is a White Paper on the risks/rewards of seeing what people post about themselves, and some advice for management.

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Employers who want to prevent a bad hiring decision use background checking as one of the steps in the selection process, but HR appears to be getting more selective in choosing what type of method is appropriate, depending on the job being filled. This week’s Feature from CCH Daily Document Update reports on a recent Society of Human Resource Management survey revealing a decline in the use of credit and criminal background checks by companies.

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Although the construction industry for one has seen significant unemployment, employers who are hiring are reporting difficulty in filling specific job openings. This week’s Feature from CCH Daily Document Update reports on a recent survey conducted by the Society for Human Resource Management, as part of its Ongoing Impact of the Recession Poll, which was released in three reports in late 2011. In the coming weeks, SHRM will release industry-specific results on seven other industries, including manufacturing.

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As hiring picks up in the improving economy, some managers will have to brush up on their interviewing skills in order to find the right person for the job. This week’s Feature from HRN Performance Management Solutions offers a white paper on some components of the hiring process that the hiring manager should consider.

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An honest employee is someone every employer expects, and it should be a quality that hiring managers look for in screening job candidates. Unfortunately, applicants seeking a position have the incentive to exaggerate and embellish their qualifications, and to conceal any weak areas. This week’s Feature from the CCH HR Compliance Library reports on a recent OfficeTeam survey revealing how prevalent the dishonesty is, and tips for hiring managers in clarifying or verifying the information contained in applications and resumes.

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E-Verify, a free web-based program that “verifies” whether an individual is legally permitted to work in the United States, has been promoted by U.S. Citizenship and Immigration Services as “the best means available to determine the employment eligibility of new employee hires,” and “a smart, simple and effective tool.” However, according to one immigration expert, E-Verify presents employers with the choice of discriminating, or suffering a substantial cost in hiring. This week’s Feature from CCH News offers a commentary from Michael Wildes, a managing Partner at Wildes & Weinberg PC, a prominent immigration law firm.

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Employers who are tempted to do background searches of candidates using the Internet and social media as tools may be placing themselves at legal risk, according to management consultant and author David P. Jones. In this week’s Feature from CCH News, he lists the pitfalls of checking social media for recruiting and hiring.

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“Often, without knowing it, companies violate a host of laws when they use social media sources to recruit top talent, or when they use these sites to collect information about potential candidates. And social media aren't the only technology solutions that can open the door to legal problems,” says author and management expert David P. Jones. This week’s Feature from CCH News reports on what Jones sees as the pitfalls in checking social media when making a hiring decision.

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Lengthy periods of unemployment due to the poor economy has focused the attention of enforcement agencies on the practice of some employers who screen out the unemployed for job consideration. Although the extent of the practice is unclear, it nonetheless can be problematic, since it can disproportionately affect women, minorities, and individuals with disabilities. This week’s Feature from CCH HRAnswersNow discusses the pros and cons of using current employment as a criteria for job selection.

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As technology advances and gets easier and more inexpensive to use, employers see the results as job candidates strive to make their resumes stand out via video resumes, websites, and the like. While equal employment opportunity laws do not generally prohibit use of video resumes as an employment selection tool, the key is how the videos are used, according to Equal Employment Opportunity Commission Assistant Legal Counsel Carol R. Miaskoff. This week’s Feature from CCH HRAnswersNow provides a roadmap for the proper use of video as a job selection tool.

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The Internal Revenue Service is encouraging small businesses to take advantage of tax-saving opportunities included in recently enacted federal legislation, including the American Recovery and Reinvestment Act of 2009, the Hiring Incentives to Restore Employment Act and the Affordable Care Act. Read more

A bad hire can result in a legal and financial nightmare; bad hires can cost an employer wasted time in recruiting, hiring and training, the job not being done, potential litigation if the new employee turns out to be unfit, dishonest, or dangerous, says consultant Lester Rosen.

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It is a “myth” that employers are trying to use credit reports to deny employment, attorney and management consultant Lester Rosen says. Read more

The companies that are hiring are no doubt being inundated with applicants, but selecting the best applicant for the job often becomes a gamble if the company only relies on traditional methods of assessing the candidate.

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