HR Brew
MARCH 5, 2024
Disabled workers often face barriers before they can even apply for a job, which continues once they’re in the workforce, and one in three disabled workers experience discrimination in the workplace, according to an Indeed survey of 2,078 workers, shared exclusively with HR Brew. The application process very often will have phone screenings.
Precheck
AUGUST 14, 2023
Get Email Updates Cisive Product Highlight: Social Media Screening Aug. 15, 2023 Jenni Gray Content Marketing Manager In this Cisive Product Highlight series, we review key tools to consider when screening your workforce, as well as top benefits and features when ordering them through Cisive and our family of brands. How does it work?
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Sterling Check
JANUARY 9, 2024
Here are four ways your organization can benefit from tech-enabled social media screening. Here are four reasons to consider incorporating technology-assisted social media screening into your background screening program: 1. Social media screening driven by advanced automation promotes greater process consistency.
HRExecutive
NOVEMBER 24, 2014
With the economy slowly, but surely making its way back (at least for now), cases involving unemployment discrimination have taken a back seat to recruiting and talent management, as stories go. At the time of that story, New York was one of 10 states mulling a state law banning such discrimination. I guess it will be economy-driven.
HR Digest
APRIL 11, 2023
Utilize Blind Resume Screening One effective strategy for reducing bias in the hiring process is to use blind resume screening. Critics of affirmative action argue that it can lead to reverse discrimination or unfairly advantage certain groups over others. It is one of the best practices for diversity recruitment and hiring.
Hppy
DECEMBER 27, 2021
HR departments are typically tasked with all aspects of employee management, right from recruitment, screening, hiring, paying, handling employee complaints, and much more. Employee screening and background checks – Apart from recruitment, HR should conduct background checks on potential candidates.
HR Morning
NOVEMBER 30, 2016
The new guidance covers national origin discrimination, and it has replaced the EEOC’s 2002 compliance manual section on that topic. Of course, employers already know they can’t discriminate against individuals on the basis of their national origin. Discrimination based on “perceived” national origin is illegal.
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