A recent court case shows why both employers and employees need to be very careful in their handling of employment policies and practices, as well as any decisions they make based on state or local laws. Daniel Scales, an employee working for hydrovac excavation company Badger Daylighting Corp., had a rude awakening after he quit…
DetailsEmployee referrals are potentially a great recruiting tool, and the conventional wisdom is that it’s unlikely for an employee to recommend someone they wouldn’t want to work with, themselves, or who wouldn’t be a solid hire. However, employee referrals also come with risks. For instance, a current employee may not know enough about the potential…
DetailsI wrote this blog to help educators get past an old dodge, used particularly in public education, that avoids the real reason why a teacher is looking for a job. The following example is based on a real-life incident. A high school teacher was caught with a student in an entirely inappropriate situation. The teacher…
DetailsSocial media is becoming a powerful tool that employers increasingly use as part of their background checks on candidates for employment. Networking websites often contain more information about a job applicant than is typically provided on a resume or job application. However, websites can also disclose information that shouldn’t be part of an employment decision.…
DetailsWhen is the right time to run a background check on a candidate for employment? Before any job offer is made, after the offer is made, or after the new hire is actually on board? Here’s what Susan M. Heathfield wrote just six months ago, while speaking of the value of candidate resume confirmation and…
DetailsIn April, the 7th Circuit Court of Appeals, which has jurisdiction over Illinois, Indiana and Wisconsin, issued a groundbreaking judicial ruling in Hively v. Ivy Tech Community College of Indiana (Ivy Tech). In the decision, stemming from a suit by an adjunct professor for the college (Kimberly Hively), whose contract had not been renewed in…
DetailsThese next couple of questions address one new skill that is vitally important, and another that is essentially another version of an earlier question, to examine whether or not the responses to both are consistent. It’s important to understand that these questions are not designed to “trick” a reference, but rather to help the prospective…
DetailsNow we’re coming into an area where the questions are a little more objective, but not totally! I intentionally bounce back and forth between objective and subjective questions so the reference doesn’t get the impression that I’m just asking questions that require the reference to just express his opinion and becomes uncomfortable with the tone…
DetailsThe Society for Human Resource Management (SHRM) has released its 2017 Hiring Trends report. The report covers five core predictions that largely align with the advice Barada has been imparting to its clients: Ban the box will become the norm. Screening of contingent workers will grow. Continuous screening will increase. Social media screening will continue.…
DetailsAt this point, it’s time to start asking questions that are a little more subjective instead of objective. Up to this point questions have been designed to make sure that the reference really is a legitimate work-related reference. Now we’re beginning to move to questions that ask the reference to do a little more than…
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