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“To Tell the Truth” . . . really?

According to the 10th Annual HireRight Employment Screening Benchmark Survey:

** 85% of survey respondents uncovered a lie or misrepresentation on a candidate’s resume or job application during the screening process – up from 66% five years ago.

** 77% said screening uncovered an issue with a candidate’s background that would not have been caught otherwise.

** Yet, only 49% of respondents verify candidates’ education credentials today, despite the many headlines in recent years of executive-level scandals involving falsified degrees.

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Is Your Job Making You Fat?

As the weather is warming up and outdoor activities are on employee’s minds, so are their summer bodies. CareerBuilder recently conducted a survey that found 56% of the workforce in the United States believe that they are overweight. On top of that, 45% believe that they have gained weight at their current job. And we aren’t talking about just a couple pounds here, 25% have gained more than 10 pounds and 1 in 10 have gained more than 20 pounds. Respondents blame the workplace.

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Early Projections for U.S. Compensation Budget

By Stephen Miller, CEBS May 31, 2017

In the U.S., salary increase budgets are expected to grow by 3.2 percent in 2018 up from a 3.1 percent increase in 2017 and 3.0 percent in 2016, according to a May forecast.

The 2018 pay projections were reported in Planning Global Compensation Budgets for 2018 by ERI Economic Research Institute, a compensation analytics firm in Irvine, Calif.

Please keep in mind, salary budgets represent funds that employers are planning to spend on employee compensation but do not necessarily represent the average salary or wage increase that workers will receive.

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Positive Drug Testing Reaches a 12-Year High (no pun intended)

Thanks to a ‘quick hit’ published by American Society of Employers and resourced through a May 1st Wall Street Journal article, we now know our employers continue to be plagued by potential and existing workers who are illicit drug users. And the following data also speaks to the seriousness as it relates to work related accidents. For more details, check out this very short but info chocked article . . .

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Does Onboarding Really Matter?

And once we’ve caught the attention of our ‘chosen one’, most folks give thought how to make more connections with this person – places to meet, how to learn more about each other, what’s important to you and vis-versus. In other words – they ‘make a plan’. If done right, the plan will foster mutual respect and encourage positive ‘engagement’ in a mutually satisfying relation of a long-term nature.

While the analogy may seem odd – it’s really not. Good business is merely people relationships with a dollar sign attached and both require courtesy, caring, communication, a plan and the objective of meeting one another’s needs.

For more to consider and tips to implement . . . read on.

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Mergers & Acquisitions Communication

Mr. Corbin’s article recently published by BLR.com, explores the ‘three essential principles’ necessary for creating a successful communications strategy during M&A’s.

1. Don’t forget about the frontline.

While senior management will talk among themselves during an M&A process, it’s very important to develop a chain of communication and timeline for sharing key event milestones with which to inform and engage lower level employees. This can help to avert an active ‘rumor mill’.

2. Get personal.

Communicate what’s going on in a genuine and meaningful way. Human Resources and management should consider including engaging and personal strategies . . . perhaps a series of town hall meetings, or video senior management so employees can see their face and hear the sincerity in their voice.

3. It doesn’t end when the deal is done.

Once the ink is dry, this is where the communications challenges can really begin. Keep the process consistent and ongoing. Makes sure to address any differences or changes to payroll, benefits as well as other policy, procedure, processes that may occur.

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A Bad Hiring Decision Costs . . .

The recent survey, “Robert Half’s Small and Midsize Business Hiring” explores perspectives of business owners and managers related to a variety of hiring issues. More than 1000 business owners and Human Resources managers of U.S. firms ranging from 1-499 employees were surveyed.

Respondents estimated 45 hours were wasted on hiring and onboarding people who ultimately did not work out.
While 53% reported increased stress on the team that worked with the bad hire.
And 20% cited decreased confidence in the managers’ ability to make good hiring decisions.

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What to do when OSHA is at the door…

Choose a location that is private and located close to the entrance to meet with the official.

Find out why OSHA is there. There are three main types of inspection.
1. Complaint inspections
2. Report inspections
3. Program inspections

You also need to know what OSHA intends to do – the inspection should be tailored to the reason for the visit.

Lastly, you need to decide whether to agree to OSHA’s inspection plan. If you have concerns you have the right to refuse their immediate entry. You may choose to require OSHA return with a warrant. Additionally, you may decide to involve counsel once OSHA arrives

The most important ‘take away’ is to have a plan – in advance, and to make sure all employees that may be involved are clear as to the steps they should take.

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HIRING CHALLENGES? Time to Take a Look in the Mirror . . .

Perhaps what’s needed is a self-critical look in the organizational mirror by senior leadership. So often the finger gets pointed at the talent acquisition team, purchased recruitment tools, or even the candidates themselves. But maybe when frequent hiring failures occur issues likely exist beyond the hiring process that is outside the control of company recruiters.

Some topics to assess while, ‘looking into the mirror’ are:

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Tips: Retaining and Storing Your I-9 Forms

• Employers must retain each employee’s completed Form I-9 for as long as the worker is on the payroll. After that . . . read more.

• I-9 Forms can be stored either onsite or at an offsite storage facility but must be presentable to government officials for inspection within three business days of the date when the forms were requested.

• Employers are not required to attach copies of the ‘proof’/identity documents to the I-9 Form, but if they do, it must be done consistently for EVERY employee otherwise it opens the employer to other potential issues.

• Paper I-9 Forms should be stored separately from personnel documents and kept in a locked and secure space.

• Set up a reminder system to follow-up on documents presented with expiration dates as those dates approach for reverification.

• The requirements for generating and storing I-9s in an electronic format are far more complex than most employers realize.

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