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5 things to know about the tech that’s transforming recruiting

The recruiting profession is in the midst of a transformative shift, driven by the impact of technologies like artificial intelligence, machine learning and automation. That’s exciting news for recruiters and job-seekers alike, but a great deal of uncertainty remains. Here’s what’s important to know about the technology that is transforming recruiting.

Attract great candidates by posting jobs on LinkedIn

The LinkedIn professional networking site is one of the most popular job boards employers use to hire new employees. To capitalize on LinkedIn’s vast potential—it has more than 200 million members in the United States alone—it pays to understand a few features of the site, as well as tips for reaching the right candidates.

DHS announces new I-9 form, new verification procedures for E-Verify users

The Department of Homeland Security has announced the imminent release of a new version of the I-9 Employment Eligibility Verification form, which employers should begin using on Aug. 1, 2023.

Never tell recruiter to screen by protected status

If you use a third-party recruiter to screen and refer candidates for open positions, remember this: You’re responsible for any discrimination that may occur. Telling the recruiter you don’t want to consider résumés from members of a particular protected status is a big no-no.

Ensure college recruiting materials don’t illegally exclude foreign applicants

If you recruit college students, make sure your recruiting materials don’t imply you won’t consider hiring noncitizens such as those holding temporary visas. Otherwise, you can expect an enterprising student to file a potentially costly claim with the U.S. Department of Justice.

Develop plan to review I-9 docs this summer

Before heading out for the July 4 holiday weekend, add to your to-do list reviewing all the I-9 documents your remote employees presented in the last three years. By Aug. 30, you must physically inspect all I-9 documents you didn’t examine after March 20, 2020.

Managerial fit: The key to a hire making it to the one-year anniversary

A common problem in the rush to fill jobs is that too many shortcuts are taken, with a focus on compensation and competency rather than performance, fit and satisfaction. A positive win-win hiring outcome after one year means the new employee is still fully satisfied with the role and his career progression, and the hiring manager (often you) still fully supports and endorses the employee.

Compliance perspectives for employers in the food manufacturing industry

The food manufacturing industry performs an essential function—making sure the country’s population has access to safe and plentiful food at all times. Much like mail delivery, neither snow nor rain nor heat nor gloom of night should prevent the stocking of grocery shelves.

Post-pandemic remote inspection of I-9 documents set to end July 31

On May 4, the Department of Homeland Security and U.S. Immigration and Customs Enforcement announced an end to pandemic-era rules that allow employers to remotely inspect new hires’ I-9 documents. The flexible rules will expire on July 31. Employers will then have another 30 days to reach full compliance with I-9 documentation requirements.

4 strategies for strengthening internal mobility

In times of low unemployment—like now, when securing talent is so difficult—internal mobility can be a godsend. Utilizing current employees in new capacities instead of recruiting outsiders saves time and money. Plus, current workers—whether promoted or transferred to new roles—already understand your mission and culture, and management knows what to expect based on past performance.