Month: September 2017

SHRM shared the following information and I want to pass it on to employers who fall within the following category.

Good news from the Equal Employment Opportunity Commission (EEOC) Acting Chair Victoria Lipnic. On August 29, Lipnic issued a statement indicating that the Office of Information and Regulatory Affairs (OIRA) plans to stay the effective date of the pay data collection provisions of the revised EEO-1 form in order to review the appropriateness of the revisions under the Paperwork Reduction Act. The new reporting would have been effective March 31, 2018, which would have required employers with 100 or more employees to report W-2 wage information and total hours worked for all employees by race, ethnicity and sex within 12 proposed pay bands. Because of OIRA’s decision to stay the effective date, employers will not need to report on wages or hours worked when they submit their usual EEO-1 forms.

Just a few years ago recruiting qualified candidates was quite different from the recruitment efforts and results we have all experienced over the last year. No longer is the employer in the driver’s seat and candidates realize that there has been a shift to his or her favor.

Therefore, how do companies maximize their recruitment efforts and reduce time to fill and cost to fill?  Quite simply, Companies, Recruiters and Human Resource Professionals need to change their processes. There are simple ways to improve the interviewing experience for candidates and a great way to improve your company reputation.  Candidates are experts and posting their experience about the interview process on sites such as Glassdoor, and a positive post can improve your company image and your ability to recruit.

Demonstrate your respect for the candidate by reducing the time between qualifying the candidate(s) and scheduling the interview(s). If your process requires multiple interviews, schedule them all in the same day. Reduce the time candidates have to take time off work by scheduling interviews before and after regular business hours. Consider Skype interviews to reduce travel time for the candidates. Your candidate will appreciate your efforts and he/she will compare these efforts with other company’s interviewing processes.  Highly qualified candidates do not remain on the market long and you can lose that candidate to a competitor if you procrastinate.

Lastly, communicate with your candidate(s). Keep them in the loop on the process even after they have accepted the position and signed the offer letter. Until the candidate arrives for his or her first day of employment, there remains the possibility of losing them.

If you are wondering what is going to happen to the work permits of Dreamers you are not alone. Those who are DACA beneficiaries will not be affected until after March 5, 2018. They have 6 months from the time the announcement was made.

President Trump stated that he is looking for a resolution for DACA from the Democrats and Republicans that will follow a lawful process. Therefore, at this time, applications filed after September 5, 2017 will not be processed. Additionally, DACA permits that expire between now and March 5, 2018 have until October 5, 2017 to apply for renewal.