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Posts Tagged ‘Social Media’

Your Digital Footprint in a Snapchat Era

Thursday, April 11th, 2013

“Opening a Snapchat feels like unwrapping a present. You never know what you are going to get,” said Sally Ike, High School Senior, in a recent Bloomberg Businessweek article. “I was thinking about it today, how next year when I go away to college it will be nice. You actually get to see the friend’s face for a quick 10 seconds. It’s more personal than a text.”

Snapchat is a mobile app designed to share a photo with a friend, however what makes this different than other photo sharing apps is the image is only available for a limited time. The sender decides how long the image is available anywhere from 1-10 seconds. Therefore, the sender doesn’t have to worry about how they look in the picture. This provides many opportunities for sending more creative pictures of themselves perhaps making a silly face, striking a pose or since you can doodle on Snapchat pictures, a photo with wings and a halo or anything else you can imagine. You can also send videos. The product description on the Snapchat website states, “Snapchat is a new way to share moments with friends… The image might be a little grainy, and you many not look your best, but that’s the point. It’s about the moment, a connection between friends, and not just a pretty picture.”

Another cool feature is that the sender is notified If someone tries to take a screenshot of your image. Cheating in this way is severely frowned upon.

Snapchat launched in September 2011, and as of 28 November 2012, users have shared over one billion photos on the Snapchat iOS app, with 20 million photos being shared per day. In the U.S., Snapchat was the second-most popular free photo and video app for the iPhone in early February, just behind YouTube and ahead of Instagram. It was the 19th-most popular free app overall, according to App Annie, an analytics company. Snapchat’s website claims that more than 50 million snaps are sent every day.

It made rivals anxious enough to build similar products. In December Facebook unveiled a Snapchat-like app called Poke that allows users to send self-destructing media.

The creators of Snapchat are, you guessed it, college kids from Stanford. They were hearing stories from their friends about photos others had tagged them in that they didn’t approve maybe because they were unflattering or perhaps they displayed a different view of themselves.

Snapchat’s Philosophy from their website states, “We believe in sharing authentic moments with friends… Great conversations are magical. That’s because they are shared, enjoyed, but not saved.”

This philosophy brings up the question, can our digital footprints really be erased? There are risks of a false sense of security and encouragement of risky behavior. According to a recent Mashable article, “Snapchat founder Evan Spiegel has been quoted as saying that the app was never intended for complete privacy — something that’s borne out by a look at the company’s Terms of Service: ‘Although we attempt to delete image data as soon as possible after the message is transmitted, we cannot guarantee that the message contents will be deleted in every case.’ Again, so much for self-delete.”

Now that the general public has access to storage space in the cloud the amount of digital data has increased. Tasked with archiving more than 170 billion tweets, the Library of Congress is also feeling the effects of the overwhelming amount of data. In addition, today, marketers buy their consumer data and user behavior information from free social media networks.

According to the Bloomberg article, Reputation.com, a California-based company that sells online reputation and privacy services, has experienced customer growth of 1,000 percent in the past two years. CEO, Michael Fertik says, “Reputation.com is collecting data and then enabling our customers to expose the data, electively to third parties in an open and transparent transaction of which they are completely aware as opposed to being digitally exploited every day without your knowledge or permission by people you can’t identify for purposes you’ll never know. It’s like digital serfdom vs. digital liberty.”

57 percent of all app users “have either uninstalled an app over concerns about having to share their personal information, or declined to install an app in the first place for similar reasons.” (Pew Research Center survey)

88 percent of participants from ages 18-24 say there should be a law requiring websites and advertising companies to delete all stored information about an individual upon request. 94 percent from ages 45 to 54 also supported the idea. (2010 survey, University of California at Berkeley)

The article concludes, the way the Internet is structured today, almost everything people share online will live for eternity in the cloud. In “Delete: The Virtue of Forgetting in the Digital Age,” Viktor Mayer- Schönberger, a lawyer and a professor at the university of Oxford argues that this inevitably creates problems for individuals and societies that need the ability to forget in order to move forward. A perfect memory, he writes, can be paralyzing, trapping people in the past and discouraging them from trying new challenges.

I want to hear from you – do you use Snapshot or a similar app? Do you have privacy concerns or do you believe that it is the responsibility of users to be careful with what they share?

2013 Employers and Social Media Survey Results

Thursday, March 21st, 2013

Survey results clearly show growth of social media adoption, but employers are still facing hurdles with measurement and risk mitigation.

DirectEmployers recently conducted a survey to see how the adoption of social media has changed over the past few years for Member companies. Growth is certainly evident, as 61.29% of respondents used social media for recruiting in 2010 compared to 87.50% in 2013. The prominent use of social media among Members is still recruiting, however more than half indicated also using it for engaging current employees.

The two most common factors preventing companies from using social media are legal concerns (62.5%) and leadership buy-in (50%).

Structure
Results show that 42.55% of respondents have a person or team dedicated to social media in the HR department; however only 26.60% indicated their company offers ongoing training. Nearly 80% have a social media policy.

Platforms
LinkedIn (100%) and Facebook (86.17%) are the top two most used social networks, but Twitter came in close at 78.72%. YouTube is used by 50%, Pinterest by 14.89%, and Google+ just over 11%. Other platforms mentioned were Glassdoor, Jobvite, Instagram and Tumblr.

The majority of survey respondents (76.60%) replied that LinkedIn refers the most candidates. Nearly 20% are not sure which social network refers the most candidates. LinkedIn also dominates as driving the most hires at 77.17%, followed by Facebook at 3.26%.

Goals and Objectives
Reaching passive candidates and building employer brand awareness were the two most popular goals and objectives selected – both nearly at 90%. Generating more traffic to the career site was selected by 68.48% of respondents, followed by reducing advertising /external spend at 56.52%. Additional goals and objectives include:

  • Raise quality of applicant pool
  • Drive more targeted traffic to the career site
  • Initiate pipeline interest for future
  • Seek feedback from candidate pools
  • Engagement and talent communities

Measurement
Measuring social media outcomes is another critical component we wanted to examine. In our 2010 survey, many respondents expressed difficulty in measuring ROI, but in the more recent survey, 47.87% have implemented the tools and processes to measure efforts. There are still 37.23% that do not and 14.89% that are not sure. Current metrics being analyzed include:

  • Referral traffic to career site
  • Number of hires
  • Number of applicants
  • Followers or likes
  • Engagement

Social media metrics are most frequently evaluated at monthly and quarterly intervals.

For more survey and poll findings, Members can visit the Survey & Poll Results page in Pipeline. For more information about becoming a Member of DirectEmployers Association, please visit the Become a Member page. The DirectEmployers 2013 Annual Meeting & Conference will offer up many opportunities to learn best practices in social media recruiting in addition to OFCCP compliance, technology and more. Learn more!

How did these results compare with your organization? Do you feel employers are effectively using social media? Comment below!

Global Organizations Join Forces to Better Understand and Address Workforce and Unemployment Challenges

Thursday, March 7th, 2013

Different countries share same workforce challenges

The National Association of State Workforce Agencies (NASWA) hosted a joint event with the World Association of Public Employment Services (WAPES) and the Organisation for Economic Co-operation and Development (OECD).

The conference took place February 20-22, 2013, and combined NASWA’s Winter Policy Forum with the WAPES Conference on Long-term Unemployment. It had been 14 years since the last joint event and united workforce professionals from all over the world.

NASWA President Laurie Warner

NASWA President Laurie Warner welcoming attendees in plenary session.

DirectEmployers had the privilege of co-sponsoring and participating in two workshops. New Job Seeker Online Behavior and New Internet Tools: Transforming the Public Labor Exchange was moderated by past DirectEmployers president Ray Schreyer of IBM and included panelists Heather Hoffman, VP, Digital Strategy, DirectEmployers; Rhonda Stickley, System Director, Providence Health and Services; and Scott Eychner, Manager, Workforce and Unemployment Insurance Program Policy, Texas Workforce Commission.

The methods and modes of communication have changed explained Ray, and the future will integrate all pieces including Internet, mobile, data integration and the .JOBS top-level domain (TLD).

Heather dove deeper into the TLD and explained .JOBS is:

  • A trusted domain
  • Sponsored by SHRM
  • A pure domain (true to it’s name)
  • Allows only vetted jobs from true employers
  • Free of duplicates & scams

In addition, she showed how companies could increase the visibility of their jobs through search engine optimization (SEO). When SEO is done correctly, a company’s website pages are more discoverable by online search engines such as Google. Using the .JOBS TLD has helped many company improve their search engine results page rankings.

Rhonda shared specific examples of how Providence Health and Services has used the .JOBS platform to rank high on search engine results pages for searches their prospective candidates conduct online. For example, when searching for Washington Nursing Jobs, Providence is listed within the top five results!

Rhonda of Providence Health and Services discusses owning branded searches.

Scott finished the workshop explaining how the .JOBS platform is a win for the workforce because of the minimal effort and cost, as well as leveling the playing field. The WorkinTexas.jobs site has experienced a significant increase in traffic since moving to .JOBS.

Some statistics of note from the workshop were as follows:

  • 94% of US jobs seekers look on the Internet
  • 86% of that 94% look on the company’s website, 71% use a search engine
  • Mobile Internet usage will overtake desktop Internet usage within two years
  • 75% of users never scroll past the first page of search results (on an online search engine)

The second workshop was titled Social Media Revolution: How Employers Use These Tools and Implications for Public Employment Services. Moderated by Richard D. Maher, Senior Consultant, NASWA, Information Technology Support Center (ITSC), and President, Maher & Maher, this panel included Katie Harbath, Manager for Policy, Facebook; Alex Brown, Social Media and Employment Branding Specialist, Waste Management, Inc.; and Sejal Patel, Social Media Strategist, Enterprise Talent Organization, Intel.

Panelist from Facebook, Intel and Waste Management discuss the social media revolution

Social Media Revolution workshop kicking-off.

Katie shared research from a survey facilitated by the National Association of Colleges and Employers (NACE) on behalf of the Social Jobs Partnership on how recruiters view using Facebook as a recruiting tool:

  • 50% of respondents are using Facebook in their hiring process
  • Nearly 90% of companies state Facebook has decreased the amount of print advertising needed with regard to recruiting efforts
  • 87% of recruiters suggest that candidates should “Like” a desired company’s page, followed by using Facebook as a networking tool

(To learn more about the Social Jobs Partnership, visit facebook.com/socialjobs.) She also suggested checking out facebook.com/business for information on how your organization can use Facebook.

Alex focused more on the strategy development and emphasized knowing your audience, tools, the big picture, process and goals. With your audience for example, identify who they are, how they communicate and where the conversation is happening. A couple of my favorite takeaways from his segment:

  • Nearly 20% of website traffic is from mobile devices: this cannot be ignored and mobile optimization should be considered at every step of your recruitment marketing journey
  • Social media is not a substitute – instead think of it as a supplement which enhances traditional recruitment processes

Sejal helped attendees better understand how Intel educates employees on using social media by providing several resources including a video, Social Media @ Intel: The Opportunity and Our Responsibility. She illustrated how the company connects the employer brand with the corporate brand from a national and global perspective. Her key takeaways:

  • Build into the roles and responsibilities
  • Tailor to your audience and network
  • Try, adjust and learn

An in-depth conversation followed, primarily centered around attendees trying to understand how to harness the platforms more effectively while working with limited resources.

One theme seemed clear throughout all of the presentations – we’re all learning and eager to improve and innovate solutions for serious challenges within the current and future workforce. With joint initiatives through organizations like NASWA and WAPES, we can continue to work together to share ideas, lessons learned and cultivate new approaches that will make a difference.

Sejal Patel of Intel and Alex Brown of Waste Management.

A huge thank-you to our Members Sejal, Alex, Katie, Rhonda and Ray for participating and representing DirectEmployers. These workshops would not have been possible without your support. Links to all presentations can be viewed from NASWA’s website.

If you found the topics covered in this post interesting, consider attending DirectEmployers 2013 Annual Meeting & Conference, October 21-24 in San Diego. Learn more.

The Employment Line, Episode 1: Military Online Career Fair, Social Media Mashup

Tuesday, January 8th, 2013

With the New Year comes new business objectives and strategy. DirectEmployers has you covered! In this episode:

Keeping you connected, with no waiting—The Employment Line. Thank you for watching.

The Employment Line is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

Employers Educate & Share Success Stories on Using Social Media

Thursday, December 13th, 2012

There are many mixed reviews on using social media to recruit. As EEOC Attorney Ed Loughlin pointed out, it’s a legal minefield for employers. However he, and several of DirectEmployers Association Members, believe there is a place for social media and HR, it just requires proper planning and measuring.

During the DirectEmployers 2012 Annual Meeting & Conference, the topic of social media was prevalent in both leadership and recruiting tracks. We had the privilege of hearing from several Members as they shared their insight, lessons learned and recommendations.

Mira of TweetMyJobs moderating the social media panel

Mira Greenland of TweetMyJobs kicked off the social media dialogue with Social Media Recruitment: Challenges, Surprising Benefits and Realistic Applications. This panel session featured Sejal Patel of Intel, Chrissy Glover of Scottrade and Chloe Rada of Sodexo. Jeff Moore of Trip Advisor and Lisa Chartier of Philips North America joined virtually via a Google Hangout.

Panelists discussed social recruiting efforts on various platforms in addition to the importance of engagement. One panelist emphasized the importance of interaction and how an ignored post is the equivalent of not responding to emails or phone calls.

Chloe covered Pinterest basics and showed examples from their page. Sodexo’s boards include career videos, events, job seeker advice, job opportunities and company awards. Chloe recommended pingraphy.com to help with tasks like scheduling and tracking metrics.

Alison Foy sharing Home Depot

Miko Covin, Maya Garner, Alison Foy, and Jacquese Brown of the Employment Marketing & Branding Group at Home Depot shared their journey into using social media to expand Home Depot’s employment branding. Mobile was also a key component in their approach. If a website is not mobile optimized, 40% of the audience will click off the site and move to a direct competitor’s page.

EEOC Attorney Ed Loughlin covering the legal aspects social media for employers

The next day, EEOC Attorney Ed Loughlin asked employers to remember one thing about the risks of social media in the workplace – hiding your head in the sand is not the solution. He reviewed protected categories under federal law and provided helpful references.

The session really livened up when Ed challenged the room with hypothetical situations and asked the audience for feedback or answers to a question. For example, if a management consulting company came down to two candidates, and the hiring manager wasn’t sure which one to choose, is it unlawful to search the candidates on Google to help come to a final decision?1

Alex Brown of Waste Management made his national speaking debut and helped the audience better understand how to manage platforms and find strength in their tools. He recommended evaluating a starting point and asking three key questions:

  • What are your goals?
  • What are your resources?
  • Who is your audience and where are they?

He showed the audience Waste Management’s .JOBS Microsite, http://wastemanagment.jobs, and explained the thought process behind tailoring the site to appeal to job seekers. Alex also illustrated how his company has repurposed content such as video to give candidates a consistent online engagement experience. He also touched on the importance of mobile, citing nearly 13% of website traffic is from mobile devices.

I can’t thank our presenters enough for the effort they put into creating such valuable sessions. Members can view these and all available DEAM12 presentations on Pipeline. On a related note, consider checking out the National Association of Colleges and Employers (NACE) Social Media Mashup on January 31, 2013. I’ll be presenting on social media strategy and mitigating risk.


1 Do not consider the blog to be a substitute for obtaining legal advice from a qualified attorney licensed in your state or legal counsel in your organization. The following answer however was provided by Ed Loughlin, EEOC Attorney, during his session at DEAM12:

Nothing prohibits an employer from googling the candidates’ public information. There would be a problem, however, if an employer is subjecting one subset of applicants to a more thorough screening than others based on a protected status (disparate treatment).

An employer does have additional obligations if it assigns this background screening to a third party under the Fair Credit Reporting Act.

And it is still possible for an employer to be held liable if it hires a third party to gather personal information on applicants.

3 Helpful Tips for Job Hunting in the Digital Age

Thursday, November 29th, 2012

How are you using the Internet for your job search efforts? It’s likely that you’ve dabbled with social media and conducted research by using a search engine like Google or Bing, but with so much there, it can be overwhelming. To help simplify things, we’ll share a few tips that will help you enhance your resume, monitor your online presence and keep tabs on the relevant company, industry and market information.

#1 Help Yourself – Clean Up Your Resume, Find Career Fairs and Search for Jobs from One Place
US.jobs (http://us.jobs), powered by the National Labor Exchange, has many useful features. In the Career Resources section, you can access tools to:

In addition, site visitors can search a database of over 1 million unduplicated, legitimate job opportunities.

#2 Audit Yourself – Proactively Use Search Engines to Gauge Your Online Presence
There have been many articles written about employers using online research and background checks to research prospective candidates. A Mashable.com article with findings from a study by a company called Reppler indicated 69% of recruiters have rejected a candidate based on content found on his or her social networking profiles. (Thankfully 68% of recruiters have also hired a candidate based on his or her presence on those networks.)

By searching for your name on search engines, you can help ensure your online presence won’t harm you in the application process. For example, there may be photos tagged by friends that you didn’t realize were public. You may also see news articles or other public profiles floating around that could help, or harm, your reputation. It’s also a good time to update any stale content or delete outdated profiles.

#3 Alert Yourself – Set Up Email and RSS Alerts to Keep Tabs on Your Industry, Your Dream Employer and More
There are definitely perks to having access to endless amounts of data on the Internet, but it can become overwhelming to sift through all of that information efficiently. Google Alerts is a free tool that can make the process a little easier. As explained on their site, “Google Alerts are email updates of the latest relevant Google results (web, news, etc.) based on your queries.” The search engine checks the web regularly to find new results. If updated results are found, Google Alerts will send them to you via email. Alerts can be provided as-it-happens, daily or weekly. You may also set up alerts as RSS feeds and use Google Reader to avoid overloading your inbox.

You’ll need to set up a Google account if you don’t have one already, then visit http://www.google.com/alerts and follow the prompts. If you need some extra help, there is a very thorough support section. As a job seeker, you can use Google alerts to:

  • Follow breaking news about a company you want to work for
  • Monitor trends in your industry
  • Find out about what’s being said by others about a company
  • Keep up on your online presence
  • Seek out news about companies hiring locally or expanding
These are a just a few simple tips that can be beneficial to job seekers. What other resources would you suggest?

The 3 Mistakes Job Seekers Make on LinkedIn

Friday, October 26th, 2012

Need a little extra help with your job search? For a complete guide that shows you exactly how to get the right job right away using social media, download your copy of Joshua Waldman’s exclusive video “Social Media Job Seeking 101“. It’s yours free and will save you plenty of time and frustration while making you look like the best candidate for any job.


In 2006, I trained my MBA class on how to use LinkedIn. Back then virtually no one was on. And those that were on formed some kind of a tight-knit community. I remember landing in Vietnam on vacation, knowing only my college friend. I used LinkedIn to schedule 10 meetings with local business leaders.

Using the network, I arranged a breakfast meeting with the COO of the Mercedes plant, 2 vice presidents of the newly built Ikea, a top broker in one of Vietnam’s many stock markets and so forth. These experiences demonstrated to me the power of LinkedIn when used correctly.

The following are 3 mistakes Job Seekers tend to make when using LinkedIn.

LinkedIn Mistake 1: Not Representing Yourself as a Confident User

The most common manifestation of this mistake is when people neglect their profile health. Most audiences I speak at have one thing in common…Their profiles aren’t 100% complete.

This is like showing up to a job interview Naked. Why would you do that?

I understand it takes time to fill it out correctly, and writing a profile doesn’t happen all at once. But there is no reason it should take longer than a week to get yourself a nice looking profile.

When I was requesting meetings with top business leaders in a foreign country, I knew they would be carefully considering their decision on my request and my profile.

Please Please Please get your profile to 100% if it is not already.

Imagine requesting a meeting from a hiring manager at your target company. And when they look at your profile, it is clear to them that you are not taking your network seriously.

There is no one to blame but you, and no, it’s not the economy either.

My philosophy is: not everything is my fault, but when it is, then there is no one else to blame but me. When I point my finger, I need to make sure I can do so with 100% confidence that I’ve done everything I could.

LinkedIn Mistake 2: Not Stating Your Intentions Up Front

A few weeks ago, I received the following LinkedIn “In-Mail”

Hi Joshua,
I obtained your name through the Boston University MBA LinkedIn Group. I graduated from the School of Management last year and I am in the process of making a career transition. It would be helpful for me to ask you questions about your experiences as an Sales Account Manager for Cisco. I am not expecting to discuss a particular employment position but I would appreciate being able to talk with you on an informational basis.
I thank you in advance.
Regards,

This is the perfect email format. Let’s look at the key elements:

  • She told me how she found me, the BU Group.
  • She gave me just enough background info about herself so I can know why she chose to reach out to me, her graduation date and her career transition.
  • She told me the topic that she wanted to discuss with me.
  • She made sure I knew she wasn’t trying to solicit me for a job, and she didn’t sound desperate.
  • The email was short and to the point, clearly respecting my time.

I got back to her right away and made sure to answer all of her questions. I suggest your requests for info interviews keep to a similar format.

LinkedIn Mistake 3: Letting a Robot Speak with Your Voice

LinkedIn does a fabulous job telling you who you might know. When I log into my account, I can see old colleagues’ whom I haven’t spoken with since 2006 or earlier. I can see some jerks I used to work with who took pleasure in kicking puppies. But I don’t see people whom I’d like to connect with in order to grow my business.

The direction of your network is in your hands. You need to make sure that you steer it in a direction that is strategic to your job search. Make sure to connect with people who are in industries that interest you, in companies you might like to learn more about or even in geographies that you would like to move to.

On a similar note, when connecting with folks, NEVER use the built in message:

I’d like to add you to my professional network on LinkedIn.

You are not a robot. Don’t talk like one! Use your voice and personalize your request to connect. Not doing this is the fastest way to banality. To stand apart from other job seekers, you need to be different in ALL of your communications. Use every chance you get to demonstrate your personality and motivation.

Where those tips useful for you? Do you have more tips to share? LinkedIn pet-peeves? Please comment below to share with me and the other readers.

John Deere Recruiter Just as Distinctive as the Brand

Thursday, September 27th, 2012

When you hear the company name John Deere, the distinctive green and yellow logo probably comes to mind. John Deere was included in the 2011 list of 100 Best Global Brands. But, as Bev Curtis explained to us, “…we’re not just a tractor company anymore.”

Did you know?

John Deere’s roots go back to 1837. The company is celebrating its 175th anniversary in 2012.

Curtis started working in HR Recruiting and Staffing in June of 2006. She originally worked in the Risk Management area of the Treasury Department until a manager encouraged her to try something different. After applying to a few different areas, she received an offer to work in the HR department. At first she was a little out of her comfort zone. She preferred numbers, graphs and analysis and wasn’t sure if she had the right personality for the position.

I’m sure others would agree with me in saying the she has definitely warmed up to the idea and continues to flourish at John Deere, as well as in her personal life. But, there are some things about her that may surprise you. The following interview was from our 2011 Annual Meeting and Conference:

Nancy: What is your specific job at John Deere?
Bev: My actual role is a Staffing Specialist, so I do a combination of recruiting, staffing, media planning and career events. I have a large variety of responsibilities.

Nancy: What’s the corporate culture at John Deere?
Bev: The thing I probably enjoy the most about the culture at John Deere is just the passion and loyalty for the John Deere brand that has served the farming community originally in the Midwest. I think that’s one of the things it’s like for all of us working there. The technology and how our products have advanced is also interesting.

Nancy: Since you moved into HR, what is one of the biggest changes you’ve noticed?
Bev: I have definitely seen the impact of social media from when I started in HR 5 years ago. There is constant change and a need to stay on top of things because there is so much out there to learn and understand.

Nancy: What are some things that you wake up and go “Isn’t this great? I really enjoy my job.”
Bev: Personally, for me, it’s the variety of responsibilities that I have because I go from social media, to event planning with the career fairs, to actually doing recruiting. I do advanced sourcing, so I get to talk to passive candidates, and tell them about our company and educate them. For myself personally, I learn something new every day, and just to look around at the talent that surrounds me not only in my own department but also in the company as a whole is sometimes overwhelming.

Nancy: That’s great. I want to find out more about you personally. Can you tell me a little bit about your family, and what you like to do in your free time?
Bev: I’m married, I have one son is in college full time and who also works full time. I belong to the Quad City Outdoor Women’s Club and in the last year I’ve done paintball, I tried working out with our local roller derby team, I’ve done inflatable sumo wrestling – I’ll try pretty much anything once. So I’m fairly open to any activity and I just love meeting all different kinds of people. It’s intriguing to hear how their life has played out, what they’re interested in, and how they add to the world globally.

Nancy: Are people shocked when you tell them all the things you’re involved in?
Bev: Yes!

Nancy: So tell me about that – you have this one persona of being so organized, but you’ve tried inflatable sumo wrestling.
Bev: I think it’s just because I’m very open to everyone, and I think working with diversity and inclusion at a large corporation like John Deere has actually helped motivate me to move in that direction and be open to a lot of different things.

Nancy: What are the key benefits for you as DirectEmployers Member?
Bev: Definitely peace of mind, because I truly appreciate the fact that they do our compliance postings with the State Workforce Agencies and handle that part of my job – take that manual and kind of unknown field off my plate. I also really enjoy the education, networking and the knowledge that I gain from the other members as well as the staff of DirectEmployers.

A special thank you to Bev Curtis for taking time to talk with us and her your story!

The Employment Line, Episode 13: DEAM12 Preview, Twitter Chat & Mystery Event

Tuesday, September 11th, 2012

In this episode:

  • DEAM12 Preview: Strategic Interviewing, Employment Brand, Mobile Career Fair Engagement, Military Outreach and Partnering With Your State Workforce Agency
  • 9/12 #DEAM12 Twitter Chat
  • Guess the DEAM12 Mystery Event

Keeping you connected, with no waiting—The Employment Line. Thank you for watching.

The Employment Line is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

Background Investigations in the Employment Process – Part II

Tuesday, January 10th, 2012

As I mentioned in Part I of this topic, an employer’s decision to implement a background investigation program is certainly no small undertaking. It is important to first research and understand the relevant laws regarding the use of background investigations in the employment process, which I reviewed in Part I as well. I thought it would also be helpful to provide a list of tasks that employers may wish to consider when creating a background investigation (BI) policy and program:

  • Develop a formal policy covering the intent and guidelines of the BI program, including a definition of the search elements (see Part I) that are part of an investigation, and whether the BI will be conducted on a post-offer or a pre-employment basis. Most employers conduct BI checks on a post-offer basis to limit adverse impact and to reduce expenses.
  • Determine the search elements by job category or position to include in each background investigation. Ensure the search elements you check for each job title are job-related and consistent with a business necessity. For example, a policy that disallows hiring individuals with convictions in the last 10 years related to theft for an accounting or bookkeeping position may be relevant, but conducting a credit check for a mechanic who doesn’t deal with customers directly or handles money may not be appropriate.
  • Include in your policy a statement concerning the use of social media in conducting background checks. Employers should seek legal advice regarding privacy restrictions and limitations on the use of social media for BI purposes.
  • When developing your policy, remember the EEOC issued guidelines as criteria for how and when employers may use the results of a criminal background check to deny employment. The employer must consider:
  1. The nature and gravity of the offense
  2. The amount of time that has passed since the conviction and/or completion of the sentence
  3. The nature of the job held or sought

For criminal BI checks, employers will also want to determine whether to check felony and/or misdemeanor conviction records, determine how far back to check, and develop guidelines for “crimes of concern” to appropriately and consistently consider job-related circumstances of a conviction, such as revocation of a job offer.

  • Determine the policy for internally promoted or transferred employees and whether they are subject to additional background checks depending on the position for which they are promoted or transferred into.
  • Revise the employment application to capture all the data necessary to complete a thorough investigation and to obtain an applicant’s written consent to obtain the consumer report(s). Consumer reports used to evaluate an applicant’s eligibility for prospective employment fall under the provisions of the FCRA (see Part I). The online and/or paper application is one way employers may choose to obtain the applicant’s written consent to conduct a BI check. Employers must also pre-notify the applicant, in writing, regarding the company’s intent to conduct a background investigation, including a statement of the applicant’s rights under the FCRA. To meet the pre-notification requirements, a separate disclosure notice should be created and provided to the applicant to inform him/her that a consumer report may be obtained for employment purposes.
  • Develop a process and related notices to comply with the FCRA’s post-notification requirements. For example, if an applicant is denied employment based on an unfavorable investigative report, the employer will need to notify the applicant of that fact and provide him/her with the reporting agency’s name and address to obtain a free copy of the consumer report.
  • Determine the review and escalation process for reported discrepancies and identify who in the company will have final authority for a “hire” or “no hire” decision.
  • Develop training for HR employees and hiring managers to include a BI policy review and related laws, orientation to categories and nature of various crimes, how to instruct applicants to complete the application, what questions to ask in the interview, documentation and record-retention guidelines, etc.

I hope this helps, but remember that the information provided herein is no way intended as a substitute for the legal advice and counsel of your attorney or other professional. Please don’t hesitate to reach out if I can be of further assistance.