The Dangers of “Pipeline Requisitions” in Recruitment

Posted by Misty Glorioso, PHR, SHRM-CP on May 18 2017

I have had several clients recently ask me about “Pipeline Requisitions.” And I will tell you, as I told them, as a compliance consultant, I am not a fan of them. The pipeline requisitions go outside my comfort zone, they go outside the box—the nice, clean, compliant box that clearly specifies the applicant data that needs to be included in an affirmative action plan

New Privacy Training Requirement for Federal Contactors

Posted by Charu Avasthy, PHR, Senior HR Consultant on March 3 2017

Effective immediately, all federal contractors are required to provide privacy training to their employees to safely handle Personally Identifiable Information (PII) defined as “any information that can be used to distinguish or trace an individual’s identity, either alone or when combined with other information that is linked or linkable to a specific individual.” On January 19, 2017, the Department of Defense (DOD), General Services Administration (GSA), and National Aeronautics and Space Administration (NASA) issued this new rule adding Subpart 24.3 (Privacy Training) to the Federal Acquisition Regulation (FAR) to implement these new requirements.

Employee Referral Programs—The Good and the Bad

Posted by Cheryl Boyer, SPHR, SHRM-SCP, Vice President of Client Services on February 7 2017

Employee referral programs can be one of the best sources for hiring good employees. However, these programs can also come with some unintended consequences, if not implemented well. There are at least three good reasons for companies to have an employee referral program:

Government’s New Online Complaint Filing Tool and What it Means for Employers

Posted by Michiko Clark, Associate HR Consultant on December 5 2016

The White House recently rolled out a new online tool (www.worker.gov) that allows employees to file various types of complaints against their employer. This site also was designed to inform individuals of their employment rights. According to the White House, the website was created to assist individuals “who have had wages stolen, have been injured on the job, faced discrimination, or were retaliated against for seeking better wages or work condition,” file complaints against their employers.

Five Tips for Effectively Tracking Outreach Efforts

Posted by Lauren Buerger on November 18 2016

The regulations requiring federal contractors to track good faith efforts of outreach to targeted groups have been in effect for over two years. However, federal contractors and subcontractors are still facing challenges with meeting the requirements—especially when it comes to tracking their efforts. With that in mind, here are five tips for effectively tracking your good faith outreach efforts:

Employers Can Help Veterans Convert Their Skills for Workplace

Posted by Courtesy of Bloomberg BNA on November 10 2016

Military Veterans continue to face difficulty translating their skills and experience into civilian terms, but employers can help them, consultants say.

‘‘One of the top concerns I hear from both Veterans and employers is the difficulty with properly translating military skills and experience into the required skill sets for civilian jobs,’’ Beth Ronnenburg, president of Columbia, Md.-based HR consultancy Berkshire Associates Inc., told Bloomberg BNA in an Oct. 27 email. ‘‘Military personnel find it overwhelming when they have to read through hundreds of job descriptions to find jobs for which they are qualified; some also find it challenging to determine which civilian jobs match the skillset they developed in the military.’’

“Big Data” is Here to Stay–The Government is Interested in How Employers are Using Data

Posted by Sybil Randolph, SPHR, SHRM-CP on October 24 2016

The Equal Employment Opportunity Commission (EEOC) recently updated its Strategic Enforcement Plan for FY 2017-2021 to include a focus on “the increasing use of data-driven screening tools” in hiring and other employment contexts. The agency also held a recent public hearing on the topic, with a panel of attorneys, labor economists, and industrial psychologists telling the agency the use and scope of big data in the employment context is “expected to grow exponentially in the future.”

Rules of Thumb for High-Volume Job Openings

Posted by Lauren Collinson, Senior Communications Specialist on September 13 2016

Crafting a job description that will be seen by as many candidates as possible—and subsequently handling the work that comes along with it—is a difficult part of a recruiter’s job. If you find yourself wondering how you can improve your process, first be sure you’re adhering to the following rules of thumb:

Master Sourcing in the Recruiting Process

Posted by Carla Pittman, Senior Manager, Berkshire Associates on September 8 2016

With so many different avenues and methods of sourcing available, it’s no surprise that HR professionals get overwhelmed sometimes. However, with the combination of a calm and collected approach, focused strategy and intuitive technology, HR professionals can create the most effective modern candidate hiring techniques available.

Numbers Don’t Lie: Recruiting Technology Reigns Supreme

Posted by Mary Madden on September 6 2016

Every now and then it’s important to look at industry statistics to see what products and services are having the biggest impact. If you haven’t had a chance to scour the internet, don’t worry about it—we’ve got you covered with some numbers that really jump off the page and speak for themselves.