View the results of this year’s Baker’s Dozen ranking.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
Criminal records are keeping millions of people out of the workforce but new policies are closing the divide.
By Marta Chmielowicz
77 million. According to the Bureau of Justice Statistics, that’s the number of American adults who have a criminal record—one in three.
A roundup of the top providers and product vendors across 19 sectors of HR services.
By The Editors
The HR industry is experiencing a transformation. Faced with new technologies and shifting employee expectations, organizations are looking beyond the functional role of HR and developing strategies to increase its impact on business performance and growth.
Two companies share their innovative approaches to interviewing and assessment.
By Marta Chmielowicz
Organizations are facing unique challenges that are increasing the pressure on HR to get the right candidates in the right positions as quickly as possible. Take, for example, Community Health Network.
This year’s iTalent Competition winner is helping organizations reduce time to hire and maintain compliance to boot.
By Taylor Thompson
According to the U.S. Department of Labor, the average cost of a poor hiring decision can equal 30 percent of the first year’s potential earnings. Glassdoor and the Brandon Hall Group also report that 95 percent of employers admit to suffering from at least one bad hire every year. With increasing pressure to find the right hires and growing candidate expectations of a customer-like experience, HR needs a vetting process that can keep up with the rapidly-changing nature of the hiring process. Enter background screening platform Verified First.
Five steps managers can implement to address unconscious bias in the workplace.
By Charlotte Blank
Business managers have become more aware of the potential for workplace bias following the Starbucks incident back in April which prompted Starbucks to close 8,000 of their stores to address an underlying bias issue. This then caused other companies to reevaluate how they solve major bias issues in their own workplaces. A common approach many firms take is called diversity training—programs devoted to increasing diversity and reducing bias through employee education. These initiatives are generally well-intentioned, and in high profile cases such as Starbucks, can serve to raise awareness for very important issues. There’s only one problem with them: They don’t work.
Bias in candidate screening remains a major obstacle to diversity, but AI-enabled technology can help.
By Marta Chmielowicz
The world economy is growing and diversity is growing with it. According to the U.S. Census, more than half of all Americans are projected to belong to a minority group by 2044—and this will have a major impact on labor market demographics. The Bureau of Labor Statistics reports that the percentage of Hispanics in the workforce is expected to almost double by 2060 while the percentage of whites is expected to decrease by nearly 20 percent. In addition, rising labor participation rates among women, increasing numbers of millennials in the workplace, and continued growth of immigration are all making diversity a critical business consideration.
Unconscious bias plagues hiring decisions, employee growth, productivity, and retention. Here are six strategies that help eliminate it.
By Michele McDermott
Unconscious biases are social stereotypes about certain groups of people that are formed outside conscious awareness. Often, backgrounds, experiences, societal stereotypes, and cultural context can impact people’s decisions and actions without them even realizing it. Brains make incredibly quick judgments and assessments of people and situations. This is also referred to as a “mental blind spot.”
Competition to find the best applicants is at an all-time high, and competitors are fighting to find applicants to help their company grow and set them apart.
A comprehensive background screening program can be used to strengthen a company in its specific industry and increase efficiencies in the hiring process. Your company’s future relies on the workforce you build and it is imperative to hire the right person, the first time.
Employees are a company’s greatest asset, and establishing a strong and attractive employee brand starts with finding top talent globally to build a workforce. Now, more than ever, it’s important to verify all of the information regarding an applicant’s history to help protect the company’s reputation brand and its staff members as well.
The benefits and challenges of integrating testing into the hiring process.
By Michael Switow
Although the world of assessing talent has been upended by new digital technologies and the proliferation of smartphones, the rate and manner in which HR departments are adapting varies greatly from company to company.
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