Why Every Placement You Make Has the Potential of Putting You Out Of Business. It’s a sobering thought, but every time a recruiting professional makes a placement, there is the possibility that new hire can put them out of business.
When it comes to the company that handles your background screening, there are legal and regulatory factors that must also be understood and taken into consideration. By law, an employer cannot conduct a background screen on a job applicant unless and until they have received a signed background screen authorization form from the applicant. Your vendor should provide you with a template to use as your background screen authorization form that identifies them as the vendor, a FCRA Disclosure Notification, and instructions for the applicant should they want a copy of their background screen report or end up wanting to object to any of the report’s content.
For those new to this game, the H-1B provides temporary work status for foreign born workers who are filling jobs that have a minimum requirement of a Bachelor’s degree. The H-1B is good for three years, and can be extended virtually automatically for an additional three years, so it offers six years of legal work status overall. During this six year period, many foreign born professionals choose to “adjust their status” by applying for permanent U.S. residence ( a green card).
As the recession begins to slowly turn around, employers are naturally cautious about increasing the size of the workforce until it becomes clear that hiring additional full-time workers is justified. The solution traditionally has been to hire through staffing agencies so that an employer had flexibility to adjust to the ups and downs of the recovery.
I expect that anyone reading this article already understands the necessity of running background checks on applicants during the recruitment process… However it is just as important to have policies and procedures in place to perform annual background checks on current employees to continue to protect your organization.
To anyone reading this who has a child, nephew, niece, friend or acquaintance contemplating a legal career I have a suggestion: consider immigration law. Why immigration over other areas of legal practice? Recruiters familiar with international employment trends can no doubt supply one answer.
Share Life isn’t about waiting for the storm to pass… It’s about learning to dance in the rain.” — Vivian Greene Americans remain apprehensive about the economy, their job prospects and their incomes, even as a recovery is taking shape. We as a country are going through a financial crisis, which is testing us in [...]
Share The perennial challenge for employers is how to identify applicants that are the right fit and have the knowledge, skill, and abilities to do the job. In pre-industrial society, the problem was generally solved by either hiring someone that the employer knew, or basing the hiring decision upon a personal recommendation. Another method was [...]
Share HR Allen Consulting Services now provides Federal and State Compliance Posters, Human Resource (HR) products and software to its list of HR management services, reports the Human Resource consulting and outsourcing firm. In addition to compliant labor law posters, the company will also offer various business and HR forms that range from HR communication [...]
Share Given the national unemployment rate of 10.2%, employers are finding it increasingly difficult to provide sponsorship to potential immigrants since it requires proving they cannot find a qualified worker within the local job market. And while this might be good news for employers looking for skilled workers, it poses a dilemma for potential immigrants [...]
