Last week, President Trump rescinded Executive Order (EO) 13495, the Nondisplacement of Qualified Workers Under Service Contracts. President Obama issued this order in January 2009, along with two other EOs that directly impact Federal contractors. Under the old EO, companies assuming performance of an existing contract were required to offer employees of the existing contractor first right of refusal when staffing for the new contract. The EO also required all Federal contractors to display a poster informing employees of their rights. This recession also terminated any investigations or compliance actions based on Executive Order 13495.
Confirmation hearings for President Trump’s second Secretary of Labor nominee, Alexander Acosta, were delayed until March 22 at 9 a.m. The delay is due to scheduling conflict of Senate Committee on Health, Education, Labor, and Pensions’ (HELP) Chairman Lamar Alexander (R-Tenn), and not because of any concerns about Acosta’s nomination.
On June 15, 2016, Office of Federal Contract Compliance Programs (OFCCP) announced a revision to the hiring benchmark for Protected Veterans for plans effective March 4, 2016 or later. Unless a contractor chooses to establish its own benchmark using specific criteria set by OFCCP, the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) benchmark is 6.9 percent for all AAPs dated after March 4, 2016. The new benchmark is based on annual statistics provided by the Bureau of Labor Statistics (BLS).
In a single hiring campaign, countless hours and manpower go into finding the perfect person for the role. Sometimes you hit a home run, and occasionally you strike out.
The most recent jobs report for May shows momentary waning employment growth, according to the latest Bureau of Labor Statistics data—but what does this mean for recruiting specialists?
Employee engagement isn't some mythical term—it's a tangible process each company should have in place. However, in 2015, just 32 percent of employees felt they were engaged at work, according to a Gallup poll.
The hiring process has become prolonged, but applicant tracking systems (ATS) have the ability to change the game. A recent article by the Society for Human Resource Management (SHRM) explored how parsing tools are allowing recruiters to spend more time on other aspects of operation, but it neglects to identify just where time can be saved.
It’s difficult to successfully recruit for your company if your strategy is constantly changing. This issue could be due to a number of reasons—manually reading and responding to résumés, consistently evolving HR department, and a lack of budget, to name a few.