Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...
Tips & Tricks for Onboarding a New Hire Finding a new employee may seem like the end of a journey, but a new one is just beginning. Ensuring a smooth onboarding process is critical. It’s not as easy as filling out forms and starting the new job. Having a...
Using Data to Help the Hiring Process Recruiting employees is vital to the success of your business, but it can be difficult to focus your efforts. Recruitment software can help your business analyze data to produce the best results. Leveraging the power of data can...
This is part five of our five-part series about effective recruiting in a candidate driven market.
By: Edna Nakamoto and Jessica Barrett
This week wraps up our five-part series on recruiting in a candidate driven market. We’ve covered strategic planning and determining need, and internal and external recruiting. In our previous installment, we looked at external assessment tools. As promised, today we’ll be talking about the final step in the recruiting process: Making the Final Selection.
There is one key thing that that should happen even before the prescreening process begins, and that is for you to remember that you are the expert on market conditions. It is your job to educate your hiring managers on what is going on within the landscape of a candidate-driven marketplace. Don’t expect them to already be aware of that, especially those managers who rarely do any hiring. This will make the expectations going in to the interview process clear, and the process that much smoother. read more…
For over fifty years there have been laws in place requiring equal pay for men and women doing the same job. Even so, discrepancies in pay still persist. In California, where the new equal pay law, the Fair Pay Act, went into effect the first of the year, data introduced into legislation shows women being paid 84 cents for every dollar made by their male counterparts.
The Fair Pay Act, voted in with virtually no opposition, aims to make it harder for employers to require employees to do the same work, but pay some workers less because of job titles. Now, companies will be required to really take a look at each position, and the work required, and assess pay based upon the work actually being done. Rather than justifying pay with job titles, employers will need to thoroughly assess job responsibilities and requirements.
This new law may be most beneficial to those in positions typically classified as laborers such as housekeepers. In this example, a housekeeper commonly does the same work as a custodian, but because of their job title, is paid a lower rate.
Pay inequality may exist due in large part to the fact that people don’t know they’re being under paid. Within most companies, the culture is such that discussing pay is strictly prohibited. The Fair Pay Act prevents employers from terminating or punishing workers who discuss their pay with coworkers.