The folks at Talent Management Magazine just published a position paper we wrote on the use of social networking sites to conduct employment background checks, entitled "Life is Not an Open (Face)book". I've posted an excerpt below.
Social networks and other online media offer a seemingly easy way to weed out poor candidates. But when brand image, legal liability and top talent are at stake, there is no substitute for solid employee screening practices.
It's a hard reality every hiring manager these days knows well: More people are vying for fewer jobs. Applicants pad their resumes even during economic booms, so the temptation to embellish one's experience, abilities and credentials -- and downplay drug charges or other criminal history -- is even greater now.
Background screening has never been more critical, but the methods used are particularly important in this digital age. Some screening methods could expose an organization to legal liability, lost business or brand damage.
Social Media: Screening Friend or Foe?
Back in the day, hiring managers checked applicant references, maybe even took the extra step to verify college degrees, and the rest was up to a background screening partner. But the advent of social media sites has opened the door to a whole new kind of applicant screening.
CareerBuilder publishes an annual study on social network use among recruiters. In 2008, 22 percent of hiring managers were looking on social media sites -- including Facebook, MySpace, LinkedIn, Twitter and blogs -- as part of their research and screening efforts. In 2009, that number jumped to 45 percent. An additional 11 percent intended to start using social media sites for screening.
There are three challenges that arise from this trend.
Article by, Nick Fishman and courtesy of EmployeescreenIQ
Posted by Candice Arnold on February 9, 2010 at 9:00 AM | Leave a Comment (0)
Without preparation, any job interview you conduct has all the downsides of a blind date and none of the potential upsides. Too often, this is how it happens. On interview day, you bounce out of bed with a smile on your face and a song in your heart. You whistle through your shower and sing in the car. Why not? There's a neat stack of resumes to review. You pour yourself a hot jolt of java and sit down to prepare for your quality time with eager job prospects.
Then the phone rings. Someone rushes in with a question that must be answered now. Your boss calls an unexpected meeting. Soon, you've lost control of the morning. When the first candidate arrives, you realize you haven't really studied her resume. You have her wait, and sit down to read. The phone rings again. You decide it'll be better to just get on with it. You start the interview, glancing at the resume to prompt questions.
Continue reading ...
Article by, Jerry Rowe and courtesy of Associated Content, Inc.
Posted by Candice Arnold on February 8, 2010 at 12:50 PM | Leave a Comment (0)
There were lots of valuable employment law, leadership and HR lessons that could be gleaned from last night's Super Bowl. Here are just a few:
Beware Casual Day
As the CareerBuilder ad last night so aptly (or inaptly, depending on your perspective) pointed out, companies should set clear guidelines for what is -- and isn't -- acceptable on casual day. The result if you don't: anarchy (and, quite possibly, harassment lawsuits).
Continue reading "Lessons From the Super Bowl"
Posted by Candice Arnold on February 8, 2010 at 11:57 AM | Leave a Comment (0)
Finding Las Vegas Employment Agencies can be a challenge for many companies because many are set up to work with the 2 major industries in Las Vegas, Service & Construction.
The challenge then is to find a provider in your niche and one who will give you the attention and service you need to bring in the talent you require.
Local Niche Services vs. Large Nationals
Of course you can go with the nationals and they will tell you they can get you what you need but imagine your call in an order for 2-3 people for an emergency project that you need help with immediately.
Continue reading "Las Vegas Employment Agencies"
Posted by Candice Arnold on February 8, 2010 at 11:46 AM | Leave a Comment (0)
The best temporary employment agency Seattle is going to be hard to name. There are a number of great services. They vary by specialty and size.
Of course some specialize in servicing the larger employers like Amazon, Boeing, Microsoft and such. Those companies often use the larger vendors who can service large clients.
Continue reading "Temporary Employment Agency Seattle"
Posted by Candice Arnold on February 8, 2010 at 11:41 AM | Leave a Comment (0)
Finding the best San Diego employment agencies takes a bit of knowledge about the city and a bit of detective work.
San Diego is know for it's terrific weather year round. Lots of distractions like the zoo, beach and surfing. It also has a reputation as a military town but the biggest employer is the federal government. followed by the state government and #5 on the list is the US Navy. This means there are probably a great number of services that have Government contracts. These are often serviced by the larger national firms.
Continue reading "San Diego Employment Agencies"
Posted by Candice Arnold on February 8, 2010 at 11:36 AM | Leave a Comment (0)
Yesterday, I was speaking with one of my clients about how you politely, but firmly tell someone that they didn't get the job. It's a tough thing to do, but as I've said before on this blog, it is courteous and the right thing to do to notify someone that they won't be working for you.
So, I'd like to use this post as an open forum to get your thoughts on how you say no. Do you share a lot? A little? Is it automated? Is it personal? Please share so we all can be better at letting someone down easy. It sucks to be told no, but hearing nothing is even worse.
A certain camp in Colorado thanks you.
Article by,
Kari Quaas, PHR, Director of West Coast Operations and Manager of On-Line Communities for CoolWorks.com, a job website focusing on seasonal jobs in great places like national parks, resorts, camps and ranches. Her experience as a seasonal employee, recruiter, and former HR Manager helps her to relate to both employers and job seekers to whom she provides guidance and support.
Posted by Candice Arnold on February 5, 2010 at 3:41 PM | Leave a Comment (0)
