Spring can be a busy season. If you’ve been focusing on paperwork, new hires, and to-do lists, possibly while surviving the polar vortex, we’re here to bring you up to speed on some of the recent developments in your field. We’ve got the HR news you need, from changes in the global workforce to laws on salary histories.
1. Ghosting Continues to Be Rude, Preventable
As we’ve mentioned before, you shouldn’t ghost job candidates. However, ghosting can go both ways for candidates and recruiters. If you’ve been the ghostee rather than the ghoster lately, Tim Sackett at Fistful of Talent has some helpful tips.
2. Layoffs at Monster
On February 6, Monster announced that it has reduced 5% of its global workforce. Even the vice president of enterprise sales, Greg Avallone, got the ax. As Indeed takes over job posting sites, and LinkedIn becomes a requirement for job seekers, the market has less room for old fuddy duddies like Monster.
3. Getting Ready for a Global Workforce
The world is getting smaller, especially when it comes to the workplace. Riia O’Donnell at HR Dive talks to different HR professionals about the benefits and challenges of working with colleagues on the other side of the earth. She also offers some solid advice on prepping your employees should your organization go global.
4. Congress Considers a Nationwide Ban on Salary History Questions
The Paycheck Fairness Act, which aims to prevent organizations from asking job applicants for their salary history, is a current topic of debate in Congress. It would also protect workers who have discussed their salary with colleagues against retaliation from employers. At the Society for Human Resource Management (SHRM), Lisa Nagele-Piazza discusses representatives’ opposing views on the bill.
5. Helping Candidates Who Have Criminal Records
Johnny C. Taylor, also at SHRM, discusses the importance of helping people with criminal backgrounds find employment. In fact, SHRM has introduced the Getting Talent Back to Work pledge, which employers take as a promise to hire more applicants who have criminal records. Organizations including the US Chamber of Commerce, the National Retail Federation, and the National Restaurant Association have taken the pledge. With such significant backing, the pledge has real potential to make a difference.