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volume I issue VIII August 2013 |
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Hiring for Cultural Fit With the workplace constantly evolving, companies should think about hiring for cultural fit as much as or even more than technical skills. Recruiting qualified candidates with the technical skills needed for a specific job is usually the easy part. The hiring managers know the skills and can tell through an effective interview if they have the technical part of the job. However, determining how a candidate will fit into the organization's culture is more challenging. The fit will be missing if a candidate's values differ from those of the company. Let's take a look at an example. Read on Interviewing Tips and Techniques: Coordinating for Candidates You may have heard the old adage that Goldfish have 3-second memories. Although apparently untrue, these fickle little flippers can teach us something important about wooing talent. Short memories and forgetful practices will ruin your hiring efforts. Use these interviewing tips and techniques on coordinating the right schedule, so you don't get caught on a hook. Read on. What does the "Ban the Box" movement mean for employers? Right now, many employers make use of legal pre-screening questions and processes that solicit information about criminal history. According to the 2013 Employment Screening Trends Survey discussed on the EmployeeScreenIQ blog, "79% of respondents still ask for self-disclosure from their applicants, despite the latest EEOC guidance." . . . This may have to change for many US employers if "Ban the Box" legislation continues to gain political support. Read on. The EEOC Clears Itself on Discrimination Charges Yes, the title of this article is right. The EEOC recently issued a decision finding that it - the EEOC - did not discriminate on the basis of age when it chose a 35-year old applicant over a 71-year old applicant (and we will just tactfully ignore questions about the EEOC's having the ability to decide whether it engaged in discrimination). Not only that, but the EEOC's reasoning in its decision provides great ammunition for an employer defending against charges filed with the EEOC alleging discrimination in as to a hiring or promotion decision. Read more FedEx Pays $3 Million to Settle Unusual Employment Discrimination Case With the Federal Government In March 2012, the United States Department of Labor announced it had reached an agreement with shipping giant FedEx in which the company would pay $3 million to the federal government to settle charges of discriminatory hiring practices. But two things make this case unusual. First, the case focused on hiring practices - traditionally, most employment discrimination cases focus on things like firing, failure to promote or harassment, which are usually viewed as easier to prove than hiring discrimination. Second, the case did not arise from individual complaints of discrimination, but rather from a routine review of federal contracts by the Office of Federal Contract Compliance Programs (OFCCP), part of the Department of Labor. Read more |
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In This Issue | ||||||||||
> FEATURE ARTICLE Hiring for Cultural Fit > TIP OF THE MONTH Interviewing Tips: Coordinating for Candidates > Q & A What does the "Ban the Box" movement mean for employers? > LEGAL UPDATES The EEOC Clears Itself on Discrimination Charges FedEx Pays $3 Million to Settle EDiscrimination Case Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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