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| Applicant
Tracking Systems
Applicant Tracking Systems are the new wave
of efficient technology used today. Applicant tracking systems
ease the on boarding process, from the initial application,
to the HR post hire processes. They are used by many employers
to provide an automated way of reducing inefficiencies.
MBI offers integration capabilities with most existing ATS/HRIS
software platforms. If we aren’t currently pre-integrated,
MBI can work with your software provider directly to construct
the integration. For clients not utilizing an ATS/HRIS,
we offer an internal tracking system to deliver electronic
consent forms and manage the on-boarding process. Let MBI
help improve productivity in your recruiting process so
your company hires the right candidate. Contact MBI Worldwide
today for additional information.
Andrea Allen
MBI Worldwide
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Inside
This Issue:
Human
Resource Articles of Interest:
Background
Screening Articles:
Quote
of the Month
"Not
everything that can be counted counts and
not everything that counts can be counted."
Albert Einstein
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Contact
Us:
Telephone
- 1(866)-275-4624
FAX -1 (618) 942-8810
Email - aallen@mbiworldwide.com
Website – www.mbiworldwide.com
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HUMAN
RESOURCE ARTICLES OF INTEREST
|
 Strength
Through Diversity
Cultural intelligence
is one of the most essential skills for HR professionals
to effectively run their organizations’. Kees Hoefsloot
of the Culture Resource Centre says that handling cultural
differences is becoming more relevant when working in
a global workforce, and HR professionals need to have
a deep cultural understanding. “HR plays an essential
role and must facilitate knowledge transfer about cultures
to different people across the organization, and how you
do that is by training people,” he says.
Director of
Quantum Management Indicators, Dr Des Tubridy, adds that
diversity training is critical, and says the two most
important ways to manage diversity are to provide diversity
coaching and to ensure the organization has good policies
and procedures on cultural awareness and management. “One
of the main issues that arise from different multicultural
groups is a lack of trust and communication. If it’s
not managed well by a team leader or HR manager, this
can lead to negative consequences for the team,”
he says.
It’s
well recognized that cultural barriers play a major role
in hindering effective decision making and can even form
the bedrock of conscious and unconscious bias. Yet the
myriad of research on cultural diversity demonstrates
that it’s our lack of understanding and closed minds
that prevent us from accomplishing the best possible results.
“Managing
diversity goes far beyond the limits of equal employment
opportunity and affirmative action,” Tubridy says.
To read more
click
here
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|
 Managing
People with Animal Science
We have learned a lot about performance
management from B.F. Skinner and the work of those who followed
him, gave us an insight into how to change behavior. We
began to understand how certain environmental and organizational
factors could either encourage (reinforce) that behavior
or discourage (punish) it. This thinking has impacted everything
from corporate communications and organizational design
to motivational strategies, such as rewards and incentives.
New researchers have questioned whether
it was wise to reward workers for actions we were already
paying them for. There were others who questioned using
carrots and sticks was a form of manipulation and less than
honest as a management strategy. And then there were those
that pondered if the task being targeted was a simple matter
of routine action, typical rewards and punishment worked
as expected. However, if the task required even basic cognitive
effort, the rewards often had an inverse effect.
This means that leaders of organizations
must re-examine their thinking about the role of human beings
in organizations and determine if we can effectively manage
them with the animal science we have been using. The dichotomy
may be a simple one: when we want people to perform simple
(animal-like) tasks which require only compliance behaviors,
we can use the traditional management tools including rewards
and incentives. However, if we want people to do creative
thinking to direct their tasks, we need to re-examine how
to best make this happen.
To read
more click
here
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BACKGROUND
SCREENING NEWS |
|  SHRM Survey
Findings: Background Checking-The Use of Criminal Background
Checks in Hiring Decisions
- Sixty-nine percent of organizations reported
that they conduct criminal background checks on all of
their job candidates. Eighteen percent of organizations
conduct criminal checks on select job candidates, and
14% do not conduct criminal checks on any job candidates.
- Among organizations that conduct criminal
background checks, most initiate criminal background checks
after a contingent job offer (62%) or after the job interview
(32%). Very few organizations (4%) initiate criminal background
checks before a job interview.
- Organizations conduct criminal checks
on job candidates 1) to reduce legal liability for negligent
hiring (52%) and 2) to ensure a safe work environment
for employees (49%).
- The top two criminal activities that
are very influential in the decision not to hire a job
candidate are a convicted violent felony (96%) and a convicted
nonviolent felony (74%).
To see more about survey results click
here |
|
 Don't Screen
Out State Laws When Hiring
A recent
decision from the Northern District of Illinois serves as
a reminder to employers to consider both federal and state
laws regarding pre-employment screening when making hiring
decisions. In Stratton v. Merrill Lynch, 2012 U.S. Dist.
LEXIS 60426, 2012 WL 1533456 (N.D. Ill. Apr. 25, 2012),
the court determined that the Federal Deposit Insurance
Act (FDIA) did not preempt the Illinois Human Rights Act,
775 ILCS 5/2-103, which prohibits employers from using the
fact of an arrest as a basis for taking an adverse employment
action. The FDIA § 1829 prohibits any individual who
has been convicted of any crime involving dishonesty, breach
of trust, or money laundering from institutional affiliation
with any insured depository institution.
Stating
that "[n]othing in § 1829 demonstrates a Congressional
intent to completely preempt state civil rights employment
laws," the Court remanded the case to state court.
In light
of this decision, employers are encouraged to ensure their
policies comply with all applicable laws concerning pre-employment
screening. Federal laws will not always prevent the application
of state laws, which may contain different restrictions
on information permissible to use in making employment decisions.
Source:
http://www.natlawreview.com/article/don-t-screen-out-state-laws-when-hiring
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MBI Worldwide is here
to help employers understand the importance of reference checks.
Checking references and obtaining information on an applicant’s
past performance can save your company time, money and effort.
Former supervisors are good references from an information standpoint
because they have firsthand knowledge of the applicant’s
work habits. Conducting reference checks can give your company
additional information on your top candidate(s) to consider when
making a hiring decision. Contact MBI Worldwide today for additional
information.
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