NYS Governor, Andrew Cuomo, announced that state officials will no longer ask job applicants about prior criminal convictions until after they have been interviewed. The new policy was among a dozen initiatives announced by Gov. Cuomo earlier this week to ease the path for ex-cons seeking to re-start their lives.
Glenn Martin, who is a member of the state’s panel and the founder of advocacy organization JustLeadership USA, said, “This is important because 83% of people who violate parole and probation are unemployed at the time of violation and there’s a close correlation between having a job and staying out of trouble.”
In addition to the change in state hiring practice, the executive actions will make it easier for felons to get occupational licenses, help newly released inmates get state IDs, give prisoners a chance to save money behind bars, and ban discrimination based on criminal records in New York-financed housing.
The new policy coincides with the City Council’s recent “Fair Chance Act,” which restricts private employers from asking about arrest and conviction records or conducting a background check until after they’ve made a conditional job offer.
It’s no secret in the HR/Talent Acquisition world that the biggest business challenge right now is finding and retaining good employees. There are some industries that are being hit harder than others. Unfortunately, according to SHRM’s recent article entitled “The10 Toughest Jobs to Fill in 2016”, it appears that “next year is shaping up to be even tougher as corporate pressure mounts to attract candidates who match the skill sets most in demand. “
Companies are being more creative and flexible with their talent acquisition strategies by using workforce planning and predictive analytics to create a solid recruitment strategy well before any specific jobs need to be filled. Some companies are establishing relationships with colleges as recruitment sources, while others are targeting specific groups as sources for quality candidates.
As the workforce continues to age and technology continues to evolve, demand for qualified employees will rise. While companies should focus on finding the right strategy to find qualified employees, it is also more important than ever to ensure that every touch point in your hiring process is a positive one for new employees – from onboarding to background screening to orientation and getting the employee up to speed and assimilated in an effective and efficient manner.
As many HR/Talent Acquisition managers know, it’s only half the battle to recruit qualified employees. The other half is retain them!
To see the full list of toughest jobs to fill, go to:
On September 16th, Representative Steve Cohen (D-TN) introduced HR 3524, the Equal Employment for All Act. The Senate version, S. 1981, is sponsored by Senator Elizabeth Warren (D-MA) and was introduced on August 5th. The bill would “amend the Fair Credit Reporting Act to prohibit the use of consumer credit checks against prospective and current employees for the purposes of making adverse employment decisions.”
According to Cohen, HR 3524 seeks to “protect job seekers from unfair discrimination from employers based on credit ratings that are often inaccurate and bear little to no correlation to job performance or ability to succeed in the workplace.” Specifically, Cohen’s statement asserts that the bill “would protect prospective employees from being forced to disclose their credit history as part of an employer’s application process.”
According to the text of S. 1981, “a person, including a prospective employer or current employer,” may not use a consumer report or procure a consumer report on any consumer during the background screening process that contains information on the consumer’s creditworthiness, credit standing, or credit capacity:
- For employment purposes; or
- For making an adverse action, as listed in the bill.
S. 1981: http://www.gpo.gov/fdsys/pkg/BILLS-114s1981is/pdf/BILLS-114s1981is.pdf
Is your hiring process Ban the Box Compliant?
Lawsuits filed by the EEOC alleging discrimination, as well as class action lawsuits by individuals alleging violations of the FCRA relating to background checks, have resulted in significant settlements including a $3 million settlement announced recently involving a major supermarket chain, as well as a $1.75 million settlement, covering approximately 30,000 individuals, involving a popular restaurant chain.
At CARCO Group, we keep our clients out of harm’s way by knowing the law. Contact us today at 866-557-5984 or click here to discuss your hiring process.
On August 24th, American Trucking Association’s (ATA) President and CEO Bill Graves sent a letter to congressional lawmakers expressing ATA’s support for H.R.1467 and S.806, the Drug Free Commercial Driver Act of 2015.
Specifically, Graves relayed ATA’s support for hair testing prospective drivers for drug use as part of their employment screening. According to Graves, “hair testing is an effective tool for identifying drug user s due to its long detection window and because it is difficult for donors to beat the test,” adding that, “many Fortune 500 companies like General Motors, Kraft Foods, Shell Oil, and British Petroleum (BP) use hair testing to identify drug users before they enter their operations.”