We all want to ensure we hire the best candidate to fill our open positions. In doing so, we try to gather all of the pertinent information on each candidate in order to make an informed, sound decision. With that said, employers need to be proactive in regularly reviewing their background screening process so it is compliant with the latest federal and state regulations. One growing area for conducting background checks is social media. Employers have indicated social networks help find evidence of unprofessional behavior, such as complaints about previous employers or discussions of drug use. Some employers go as far as requiring candidates to disclose their usernames, passwords, and other credentials providing employer access to their social network accounts. There are several existing federal laws, such as Title VII of the Civil Rights Act of 1964, the Stored Communications Act, and the Computer Fraud and Abuse Act, may protect workers against discrimination and privacy violations related to social media.

In 1924, the world saw changes that would make ripples in the pond for a long, long time. The first winter Olympics was held in Chamonix, France. Texas elected its first woman governor: Miriam “Ma” Ferguson. Judy Garland made her show business debut at just 2 ½ years old. And something that hits a little closer to home happened: Northern Virginia Family Service was founded.

Onboarding: 1 Day Vs. 90 Days Effectively onboarding employees can go a long way in ensuring they become productive, engaged employees. Although the focus is finally shifting to enriching onboarding programs, there are still many companies that believe onboarding consists of having the new hire complete the required paperwork and turning them over to their supervisor to start their job. Unfortunately, I’ve been through new hire experiences like that, so I know firsthand how lost and unimportant I felt as a result.

Whenever you are faced with a new vacancy, it's typically a good practice to review your current workforce along with your candidate pipeline when identifying the right talent for the role. In this article, we will weigh the pros vs. cons of recruiting from within the business and building an external candidate pipeline. There are many different factors to consider with this decision as the hiring manager.

Though international work experience has definite benefits for both employees and the businesses they support, the cost of a failed assignment cannot be ignored. Depending on the assignment package and location, some international assignments can cost a company three to four times the base salary. Failure can come in many forms:

I recently spoke with an HR leader who is considering moving to a new Applicant Tracking System (ATS) in the next year. Knowing that we are in the midst of implementing a new ATS, she wanted to know what kind of timeline she should have in mind. Generally speaking, to incorporate all recommended steps, it could take 4 to 5 months to make the change to a new ATS. In order to be fully prepared and have a process with some rigorous due diligence, consider the following timeframes: