EEOC Rule Change For Background Checks

Seal of the United States Equal Employment Opp...
Seal of the United States Equal Employment Opportunity Commission. (Photo credit: Wikipedia)

Can a youthful mistake—like a run-in with the law that occurred decades ago—keep a person from getting a job?

It may not be the case, based on new guidelines for employers determined by the Equal Employment Opportunity Commission.

The EEOC recently updated the official position on criminal background checks. The new policy was approved this week, and a whitepaper is available that explains the new procedures. Employers can obtain the information by emailing a request to

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A Book and Its Cover: Good Background Checks

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(Photo credit: Wikipedia)

You can’t judge a book by its cover; and you can’t judge a candidate by the resume.

On paper, an applicant can look like your next superstar.  In reality, there is the chance they could be the beginning of a major headache.

Writing for Inc. Magazine, Laura Smoliar discusses the importance of a thorough reference check. In The Real Reason to Check References, Smoliar says that the possibility of hiring someone unstable—yet “perfectly well-adjusted” on the surface—can be disastrous. Continue reading “A Book and Its Cover: Good Background Checks”

Big Data and HR: A New Way to Do Business

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Big Data is changing the way business deals with employees—and it is more than just money.

In today’s Wall Street Journal, Deputy Editor Steve Rosenbush discusses how cloud-computing is changing the face of business. Nowhere is this info revolution more apparent than in Human Resources. Corporations are increasingly looking to massive data sets to learn how to engage workers. Continue reading “Big Data and HR: A New Way to Do Business”

Who Should Have HR, Anyway?

Who should have HR, anyway?Who should have a Human Resources person, anyway?

In a word–everyone!

What extent should a company have a HR Department? Of course as a company grows and hires more employees, need to regulate HR functions increases dramatically.

However, that does not necessarily mean they need a full office to handle the job.

Those experienced in the HR field believe a company ideally should have at least 20 to 50 employees before they have a dedicated HR person. Even at that point, HR remains largely a function, something that can be managed by one person.

In those cases, few employees would want to be that one person. Continue reading “Who Should Have HR, Anyway?”