Recruiters know that the interview process is best conducted as a two-way exchange—not just to grill candidates on their skills and experience, but to engage in a dialogue so both parties can find the right fit and identify any potential problems early on.
Employers intending to file cap-subject petitions for H-1B guest workers this year will have to go without an expedited processing option until Sept. 10.
When people switch jobs, both sets of employers face known risks. The former employers risk their former employees decamping with their trade secrets—and the new employers risk inviting trade-secret lawsuits. Employers may not know that they could also be exposed to criminal liability.
The Washington Legislature has sent Gov. Jay Inslee a proposed act that would significantly broaden the state's Equal Pay and Opportunity Act—and the governor is expected to approve it. Here are some of the key provisions in the proposed law.
White men are paid more than black men, even when they share similar educational backgrounds and are from affluent families, according to a new report from the Equality in Opportunity Project. And a study released last year found a significant portion of the racial wage disparity can be attributed to unexplained factors that could include discrimination and differences in opportunity.
As organizations around the world have transformed their performance management practices from annual reviews to systems with more frequent check-ins, many of the technology platforms supporting the appraisal process have followed suit with their own innovations.
The federal government’s electronic employment verification system will be unavailable this weekend due to system upgrades. U.S. Citizenship and Immigration Services (USCIS) announced that E-Verify will be shut down from midnight March 23 to 8:00 a.m. March 26 Eastern Standard Time. E-Verify users are encouraged to complete and close any open cases prior to the system shutdown.
An Obama-era Department of Labor (DOL) rule requiring heightened plan sponsor vigilance of investment advice given to employees has suffered a judicial blow, but isn’t down for the count.
It’s now easier for publicly traded company employees to compare their CEOs pay with their own and to see if they themselves are paid more or less than the typical employee.
Four in 10 people have engaged in workplace romances, yet precious few of them confided in HR about it—even if their company policy required formal disclosure.
My experience with successful professionals who want to get back in the game later in life is that they want to work and make a difference with their presence. Yet at the same time often recognize that they don't want all those responsibilities that they used to carry.
Today’s time off policies are a far cry from the days when two weeks’ vacation and eight fixed holidays were the norm. With tough competition for talent, a shifting legislative landscape and the most diverse workforce in generations, progressive company leaders are rethinking how to keep employees happy both inside and outside the office. In fact, last year nearly a third of organizations increased their overall benefits, which include a mix of time off, health insurance and other perks.
Blind hiring isn’t the right solution for every organization—and the jury is still out on whether the practice actually prevents discrimination in the long run—but this unique form of talent selection may be worth considering if you work in an industry dominated by a single demographic.
McDonald's announced its settlement on March 19 with the National Labor Relations Board (NLRB) over unfair labor proceedings.
There is a growing recognition that, in order for D&I to be successful, it must be a top-to-bottom business strategy and not just an HR program or initiative. I
New research proves that the most successful talent acquisition teams do much more than fill vacant roles—they hold a place of central strategic importance in their organizations.
As pressure on employers to address the pay gap between men and women, and between white and minority employees, ramps up, consider keeping an "equity reserve" off the top of the payroll adjustment budget and use these funds to close the parity gap, a pay equity attorney advised.
CEOs report that their top HR professionals aren’t able to use analytics to forecast the company’s employment needs, they can’t effectively identify new talent pipelines and sources of talent, and they don’t link employee planning to business planning.
The authors of the DDI study offered these tips to HR staffs for using analytics to anticipate business needs and communicate better with company leaders.
To get workplace diversity and inclusion right, you need to build a culture where everyone feels valued and heard.