City of Kansas City, MO’s Post

Every year we ask our Talent Acquisition and HR teams to take on one more major job responsibility. 2020 - it's a pandemic. Become epidemiologists 2021 - we are global. Become global labor market experts 2022 - We want people to come back to the office. Sell them on it 2023 - We need AI talent. Become gen AI experts 2024 - There are now local laws effecting all our hiring. Get a law degree. This year really feels like the year where compliance requirements for TA and HR teams exploded. We put a whole lot of resources together for you so you don't need to get a law degree. 👇

📢 Why You Shouldn't Listen to Recruiting Hot Takes from Non-Recruiters: In most cases, the gender, race, and disability data being collected is to comply with Affirmative Action Plan requirements by state & federal contractors. They literally are required to ask and report the data to government agencies. There are a two core reasons why this is a bad take and you should answer honestly: 📣 The data is segregated from the recruiter and hiring manager views so they don't know what you answered. 📣 Accurate data helps identify systemic discrimination through the AAP reporting. Also, not listing a disability could negatively impact you if you ever needed to litigate a dispute over denial of a requested accommodation. While well meaning, this shows a true lack of understanding about how recruiting works by someone claiming to help you find your dream job...for a fee. #AAP #OFCCP #DOL #Recruiting #ComplianceMatters

𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗘𝗾𝘂𝗮𝗹 𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 (#𝗘𝗘𝗢) 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗶𝗻 𝗷𝗼𝗯 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗶𝘀 𝗲𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗳𝗼𝗿 𝗯𝗼𝘁𝗵 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝗻𝘁𝘀 𝗮𝗻𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀. These questions help ensure a fair hiring process and compliance with federal regulations. Top three things you should know: 1. 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 𝗼𝗳 𝗘𝗘𝗢 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: EEO questions are designed to gather demographic information to promote diversity and prevent discrimination in the workplace. The data collected is typically used for compliance and reporting, 𝗻𝗼𝘁 𝗳𝗼𝗿 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. 📊 2. 𝗩𝗼𝗹𝘂𝗻𝘁𝗮𝗿𝘆 𝗣𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗼𝗻: Answering EEO questions is optional for job applicants. Choosing not to answer will not negatively impact your application. It's your right to decide whether or not to share this information. 🤝 3. 𝗩𝗲𝘁𝗲𝗿𝗮𝗻 𝗦𝘁𝗮𝘁𝘂𝘀: For #veterans, EEO questions may include inquiries about #militaryservice. This helps employers ensure compliance with regulations supporting veteran initiatives and protections. Like other EEO questions, providing this information is voluntary and protected by law. 🎖️ By understanding these points, job seekers can feel more informed and confident when navigating the application process. #EqualOpportunity #Veterans #WorkplaceDiversity If you found this helpful, don’t forget to like, share, and follow for more insights. https://lnkd.in/ePsKSqUK

In this week's #DatapeopleReads we probe a simple question. Is hiring compliance ☀️ or  ☁️ for your business? 💵Pay transparency is blooming in Washington DC. Effective June 30th, as SHRM outlines, it will require pay scale and healthcare disclosures before the first interviews. Washington DC joins a growing number of states and territories seeking to level the compensation playing field. https://lnkd.in/dgzfABY6 ⚖ Age Discrimination in Focus. As washingtonpost.com writes, the AARP Foundation has filed a lawsuit against Raytheon alleging they favor recent graduates over older workers. This highlights the importance of EEO compliance. https://lnkd.in/ggjBxHf4 🔍 EEO and other hiring compliance investigated. Renee Jackson from Blue Oak Legal and our Amit Bhatia dove into the world of hiring compliance to identify how businesses can embrace it to supercharge their outcomes. https://lnkd.in/g9T4E84A  🤨 Criminal Background Checks Under Scrutiny. The EEOC is suing Sheetz for the discriminatory impact of criminal history screening on minority workers. https://lnkd.in/ggBjBYFz #hiringcompliance #hiring #paytransparency

🔥 REPORT: Local recruiter carries cross, garlic to ward off candidates over 40 🔥 TYSONS CORNER - After being told that the region was infested with the evil spirits of middle-aged job seekers, local recruiter Anna Genzeeftw, 26, has decided to go to extra lengths to protect herself and her company. "They only come out at night", said Genzeeftw, suspiciously looking around for any sign of humans with elevated blood pressure and knees that hurt for literally no reason, "That's when they assault unsuspecting souls with voicemails." Other recruiters within Genzeeftw's firm supported these measures given the dangers at hand. "All it takes is one of them getting through", said Kara McHeadhunt, 30, "Then the next thing you know, everyone is long in the tooth and sucking the blood of the company's long-term disability plans." At press time, other recruiters were taking additional measures to protect themselves from the onslaught of the experience zombies by oursourcing ATS management to werewolves. #ageism #jobseeking #recruiter

Band the Box! Disparate Impact, Employers' and Bias According to the Southern Coalition for Social Justice, For many job applicants around the country, one question blocks them from gainful employment and economic opportunity. A single question, often posed as a checkbox on the front of most job applications, asks about an applicant’s criminal history. For many employers, it has become a way to weed out applicants before ever considering qualifications such as education and job history. This practice is widespread, and its effects on job applicants and their communities at staggering rates. A movement to “Ban the Box” (remove the checkbox from applications) was birthed as a response to the structural discrimination faced by people with criminal records. Question: Has it helped or are we still seeing discrimination as a result of the background check? Yeah, the box can be removed but are employers still reluctant to hire when the background check comes back.. chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://lnkd.in/eW-icveE

Stigma-free Hiring Standards Research shows that employment is one of the main predictors of a person’s ability to maintain their recovery. However, people with drug- and alcohol-related criminal records can struggle to get hired because of their pasts. Many Recovery Ready workplaces are open to hiring people with criminal backgrounds that are related to their SUD. You can let candidates know up front that a criminal record may not discount them from employment. The Society for Human Resource Management (SHRM) has some helpful tips on how to do this: https://bit.ly/3fd4hw #openhiring #recoveryfriendlyworkplace

*Good Morning* 🌞 HR Word of the Day *-Ban the Box* Ban the Box illuminates how state and local governments can remove conviction history questions from job applications for public and private employment in order to provide a fair chance at jobs for applicants with criminal records. The campaign follows the logic that if we can help people obtain jobs, then they won’t have to turn to crime as a way to make ends meet. However, Ban the Box doesn’t stop there. It is also working with community partners throughout Los Angeles County to provide resources and guidance that help people give back and become productive members of society. Ban The Box helps bridge the gap between employers and people with criminal records. By removing questions about prior convictions from initial job applications, employers can focus on how a person’s qualifications meet the job requirements rather than their criminal history. Ban the Box is what you’ll get: an experience that helps you arrive at your ideal candidate and allows us to connect with powerful talent that might have been overlooked otherwise. Have A Great HR Day 🤓 #hrword #learninganddevelopment #banthebox #government #employers #jobapplications #convictions #talent #criminalrecords

Did you know that Employment Options, Inc has three divisions dedicated to serving job seekers and employers? Whether you're a job seeker with a disability, looking for employment resources, or an employer seeking inclusive hiring solutions or looking to foster a diverse workforce, we have you covered! Learn more about our divisions: https://lnkd.in/gBPBqTgC #DiversityAndInclusion #JobSeekers #TicketToWork #DisabilityEmployment #Staffing #Employment #DisabilityResources

It's bad enough to be in job search, but expecting state and local agencies to help white collar workers isn't realistic. These agencies were set up to support blue-collar workers through their resources and personnel and lack the knowledge or experience to handle everyone. Ten years ago, my friend Rich Heckelmann and I presented to our state's DOL commissioner at our state capital on this issue and it fell on deaf ears. IMO the reasons - no interest, no stomach for this, no benefit and very little understanding of the true issue. Below is part of our slide deck. What's needed is a separate system for white-collar workers and hiring people who understand this maybe including some of those looking for work themselves - hint, hint???? Brenda Meller🥧 Christine Dykeman, MS, SHRM-CP, PHR, PMP Jack Kelly Bob McIntosh ALEX FREUND - The Landing Expert Ed Han Mindy Stern SPHR Linda Brubaker, PhD - one reason I decided to stop doing weekly events was to advocate to my state and local officials to set up incubators or locations to create a place for white-collar job seekers to get resources and support. Up and down the highway where I live I see closed buildings which could easily be made whole for this at a social benefit for all. I renew my hope that someone listens to us and puts together a white collar service that serves those unemployed in the way they need to be served - maybe as a grant or pay-it-forward mission. Who's with me? 💭💭💭💭💭💭💭💭💭💭💭💭💭💭💭💭 👋 I'm your man, Kenneth Lang! ➡️ As a LinkedIn Introvert (and Big Blue fan), I tell my connections, 'Jump In, the LinkedIn water's fine! Want to see more posts from me? 🔔 Ring the bell on my profile