In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This...
The Applicant Manager Blog
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If you use social media to screen applicants, you’re not alone. The Harris Poll conducted a national survey of hiring managers and HR professionals on behalf of CareerBuilder during the spring of 2018. The study revealed that 70 percent of employers now use social media sites to research applicants during the recruiting process.
Maybe you’re wondering why that number isn’t higher? After all, we live in an increasingly connected world where more and more people have social media accounts. Why not take advantage of that free peek into the personalities and characteristics of would-be employees?
Social media screening has rewards, but it also carries risks. In this post, we’ll break down the pros and cons of using social media screening when hiring. Let’s get started!
Does your company have any contracts with the federal government or plan to become a federal contractor in the future? If so, you should familiarize yourself with the rules and regulations of the Office of Federal Contract and Compliance Programs (OFCCP) to ensure you’re up to date on recruiting best practices.
The OFCCP’s mission is to ensure that federal government contractors and subcontractors comply with legal obligations to take affirmative action and prevent discrimination. Sounds simple, right? Yes, but there are specific details you need to be aware of so that you are fully compliant.
Let’s take a look at the OFCCP rules and regulations and how they may apply to your organization’s recruitment efforts.