• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR LAW Weekly
  • The HR Weekly


Purge these tired terms from your help wanted ads

Having a hard time attracting applicants? The problem might be the words you use in your job ads. According to a survey by Preply.com, a site that connects language learners with online tutors, 20% of job-seekers have decided not to apply because the jargon in an advertisement turned them off.

I-9 document bias: Lessons from the Gap case

When completing I-9 forms, HR professionals often focus too much on being “form enforcers” without realizing they could face discrimination charges for demanding that new hires produce certain documents.

Should you take that worker back?

2022 may be the year of the boomerang employee.

Employers try new tactics to attract job candidates

When unemployment stood at 14.8% in April 2020, nobody imagined hiring would be HR’s greatest challenge just 20 months later. The sudden shift has employers seeking new ways to attract new employees. According to a recent analysis of 40,000 online job sources by the Conference Board, two tactics are gaining favor.

EEOC cracks down on pre-hire strength tests

The EEOC is filing—and winning—lawsuits on behalf of female applicants who complained they lost out on jobs for which they were otherwise qualified because they failed a post-offer, pre-employment strength test.

Marketing ninja? Vibe coordinator? Applicants reject hipster job titles

The past decade has seen employers use more creativity in job titles to help their job ads stand out: data wrangler … marketing magician … happiness ambassador. But unconventional titles can create confusion about the duties, salary or required skills.

Talent war driving big pay raises for 2022

With record numbers of employees quitting their jobs in 2021, HR pros are fighting a fierce battle to attract and retain top talent as the calendar flips to 2022. The most powerful weapon in their arsenal: higher pay.

Be sure to track who you didn’t hire, too

If the same person who made a hiring decision, knowing the candidate belonged to a protected class, also makes the firing decision, it’s almost impossible for the former employee to sue and argue she was terminated because of discrimination. But to succeed in court, you must be able to describe the applicants you did not hire.

Support grows for hiring staff with criminal record

More than two-thirds of 1,100 people surveyed said they’d be comfortable working for an employer if a few of their co-workers had a nonviolent criminal record.

EEOC casts a skeptical eye on the use of AI in hiring

Employers considering adding or expanding use of artificial intelligence programs to screen job applicants, take note: The EEOC has announced a new initiative to examine the use of AI in hiring.