Archive for September 2010

To Search or Not to Search: Protecting Your Recruiting Process from Social Media-Related Discrimination

Facebook and other forms of social media have become increasingly popular sources for those in charge of hiring to find free information about their applicants. You may assume that certain social sites would not have a wide reach or perhaps that only today’s youth are taking advantage of social media, making a case that it isn’t worth your time to search for candidate facts through these online venues. If that’s your opinion, think again. At a recent seminar through Belin McCormick Law Firm, this subject was presented, along with some staggering statistics about social media. The site Facebook, in particular, has 500 million active users, 100 million of them added between January and June of 2010. 41% of the 500 million users are in the United States and 28% are over the age of 34, listed as the website’s fastest growing demographic.

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If You Can't Take the Heat: Be Cautious About Giving Candidates Interview Feedback

The majority of interviews I’ve conducted fall between five and seven on a ten scale, ten being “hired on the spot, five as “mediocre”, and one for candidates that completely bomb the interview. There are those interviewees that do well out of the gate and a flub, whether oblivious or unintentional in nature, lands them on the fast track to No Thank You Town.

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DisABILITY: Overcome Roadblocks to Access Underutilized Pools of Talent

Studies published by the Department of Labor or sponsored by MetLife (published through Encore, Civic Ventures, and other organizations) show current labor shortage projections of 700,000 workers by 2018, with the retiring Baby Boomers to blame. Skeptics deny the probability that these predictions will be realized to this extent, however, with the possibility looming that in less than a decade there will be a worker shortage of some degree, those in recruiting capacities should be proactively taking a closer look at previously untapped talent resources. One such underutilized strategy is the recruitment and hiring of the disabled population. Equal Opportunity Publications has it right, labeling the term disABLED, in a popular magazine title aimed at supplying career guidance and recruiting information for those with disabilities.

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Be Tempted: The Temp-to-Hire Recruiting Strategy Holds Steady

A variety of challenges can be overcome by employing a hiring approach dating back almost 65 years – the temporary worker. The length of time to recruit for an open position may not be a luxury you have or perhaps you are unsure of exactly what type of candidate is needed to fill your vacancy. Whatever the situation, starting an employee in a temp-to-hire situation could possibly be in the best interests of your company. If you haven’t considered it before, now is the time.

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