Posts Tagged ‘hiring’

Hiring’s a Lot Like Gettin’ Hitched! (With a Little Help From Social Media)

Wednesday, October 3rd, 2012
How to Build a Strong Employer Brand Through Social

Guru Careers shows how social media campaigns can impact each stage of the hiring process. Infographic courtesy

That sounds great in theory. But it’s sometimes hard for auto dealers to see that process in action. I found a great infographic by Guru Careers Network that shows exactly how social recruiting works. Actually, it’s a lot like looking for a spouse! There are several steps:

1. Implement
Get started by building awareness of your dealership in networks that may have qualified prospects. If you’ve done that, create a “Careers Area,” or unobtrusive ways to engage “passive seekers.”

2. Identify and attract
Attract great potential employees through special social media campaigns. These campaigns show off your benefits, fun corporate culture or key open positions. The infographic shows you examples, such as Facebook ads.

3. Engage
Beyond traditional job postings, social media gives you lots of ways to solidify the relationship with the potential hires you’ve found. For example, you can start conversations about your perks and benefits, show off your cool décor in a video campaign, even join a virtual job fair or tweet about your “career day.”

4. Hire!
Once you’ve “sealed the deal,” and your new employee is active in his/her new role, encourage them to talk about their new job and network on behalf of the dealership. They’re one of your best sources for your next great hire.

So there you have it. That’s how the social media magic can boost the quality of your new hires. If you have any questions, feel free to email me at [email protected].

How can you effectively use social media to hire and retain employees? Look for Kathryn Carlson’s presentation – AutoCon 2012

Monday, August 6th, 2012
Kathryn Carlson, Product Director for KPA's HR Management System

Kathryn Carlson, Product Director for KPA’s HR Management System will discuss social hiring at AutoCon 2012.

While auto dealerships know that social media is a powerful marketing tool, many don’t realize that it is equally powerful for hiring and retaining quality employees. To use social media effectively, however, employers must avoid many legal pitfalls.

Kathryn Carlson, Product Director for KPA’s HR Management System, will discuss this at AutoCon 2012. Kathryn will cover how you can remain legally compliant while leveraging social media for a better workplace. For example, she’ll discuss how to develop policies that align with National Labor Relations Board regulations.

Kathryn’s AutoCon presentation is on the 7th of September. The title of her presentation is “How to Use Social Media Compliantly and Effectively to Hire and Retain Employees.”

Kathryn’s a featured blogger on Dealer Communications. You can also learn more about her on LinkedIn.

New Rules Around Criminal Records in the Hiring Process

Friday, June 1st, 2012

On April 26, 2012, the EEOC released the “Enforcement Guidance: Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964.” The final version basically defines how criminal records may be used in the employment process. In practice, what the ruling means for employers is that blanket hiring policies that filter out applicants with arrest records are discriminatory, and therefore illegal.

As an HR administrator, there are some steps you can take to make sure your company’s policies are in line with the law. Start by reviewing each job class in your company and assess what the risks are to your employees and company. It doesn’t have to be complex or detailed. Here’s an example:

Job Class Review

  • Clerical: Administrative only; no client/customer contact; does not operate a vehicle while on company business/errands or have access to money or proprietary information such as personnel information or company records.
  • The risks are violence/harassment towards employees and theft of company property. [Note: These risks would apply to every employee.]

Background Check components should include a criminal background check for convictions related to violence, theft or drugs within the past seven years (Again, standard).

  • Include in your process a review of any criminal record that includes the following factors:
  1. The nature and gravity of the offense or conduct
  2. The time that has passed since the offense, conduct and/or completion of the sentence
  3. The nature of the job held or sought

This may sound like a lot of work but, practically speaking, it isn’t. With a few exceptions, generally every employee poses the same risk of theft and/or violence. The key, as with all things HR, is consistency.

For example, if the job is clerical and the offense is a misdemeanor theft less than $500, the offense is over five years old, and the applicant has no prior or subsequent records, is it really relevant? What about a misdemeanor possession of marijuana six years ago? Does it affect the applicant’s ability to do the job?

However, if there are offenses prior or since, it wouldn’t be unreasonable to presume a “pattern of behavior” that puts your company at risk by hiring this person. Additionally, if those offenses are felonies instead of misdemeanors, the “gravity” of the offense changes dramatically and your decision should change accordingly.

In each case where you have someone with a criminal record, the guidance recommends an individual assessment. This means you should ask the applicant for his/her side of the story. We also recommend reviewing the actual criminal case files to compare the official version with theirs.

Your background check provider can help you with this. Whatever decision you make, it is important to have documentation as to how and why you did what you did – and then be consistent with similar situations in the future.


This post is based on a thorough review of the new EEOC Guidance on the use of criminal records in the hiring process that was originally published by our partners at LS Screening.

Read the full article published by LS Screening here. 

Download a hiring checklist from LS Screening based on the guidance here.

Related article:

Review of EEOC Guidance on the Use of Criminal Records in the Hiring Process


Don’t Get Caught in Summer Hiring Traps

Thursday, June 2nd, 2011

Many businesses will be hiring minors or interns for the summer. Before you hire make sure you are hiring and paying in compliance with both state and federal regulations. Check out the FLSA – Child Labor Rules Advisor and the US DOL Wage and Hour Division’s Employment/Age Certification Issuance Practices Under State Child Labor Laws. The Federal government does not require work permits or proof-of-age certificates for a minor to be employed. However, many states may require them for workers of certain ages. These certificates help to protect the employer from prosecution for employing an under-aged worker. Having these age certificates constitutes a good faith effort to comply with minimum age requirements. To review best practices paying interns go to

Who Are You Really Hiring?

Tuesday, May 17th, 2011

If you aren’t doing background checks and drug screens before you hire then you really don’t know who you are hiring.  KPA has found that over 30% of applicants we process through our HR system do not provide complete or accurate information on their application. To make a good hiring decision and to protect yourself in the event of a negligent hiring lawsuit a background check and drug test are a must. I’ll never forget having to testify against a client when I worked for one of the largest background companies in the US. The plaintiff’s attorney asked me if the client could have seen a history of substance abuse and traffic accidents if they had just been willing to spend $60 for a background check. I had to answer yes, the client had access and in fact had ordered background checks and drug tests in the past. Unfortunately a supervisor at the client company shortcut the process and put a person to work without the required background check. The new employee then promptly got drunk on the job and ran a company truck into the back of a car. The HR manager was not aware that the process had not been followed until after the accident had happened.  The settlement reached with the injured parties was over a million dollars.  Lessons learned?

1) Standardize the process for obtaining and reviewing background checks and drug tests.  If possible use software that will automate and force compliance to company policy for not just background checking but for the complete hiring process.

2) Don’t be penny wise and pound foolish.  A background check and drug testing will cost in the range of $60 to $75 dollars if you use a third party. A very small investment to make sure you know exactly who you are hiring.

3) Use a third party provider (they have  expertise, and access to data you won’t have ) but select with care.  Understand how they obtain their data. Make sure they provide compliance assistance as there are a  number of regulations at the state and federal level that govern the use of drug testing and background checks in hiring.

4) Never establish a policy that states “we don’t hire anyone with a criminal record”.  In many states this would be considered discrimination.  Each background check must be reviewed against the actual job and factors such as time since the criminal act, age at the time of the act, efforts at rehibiliationa and the serious of the crime must be considered.  Employers can determine that it is not in their best interest to hire a person with a criminal record but must show that the decision was made fairly and without discrimination.  Providing a ranking using specific criteria is where  third party provider can really add value.
For more information on background checking go to  or

Join the conversation: Do you always obtain a background check and drug test on a new hire?

Add Assessment Testing For Better Hiring Results

Tuesday, May 10th, 2011

As employers start hiring again two question we are frequently being asked from our HotlinkHR clients is “how can I make sure I hire person who really fits in here, we can’t afford a bad hire?” and “we’ve got the basic hiring process down but want to take it up a notch, what more can we do?”.   The answer to both questions is to add assessment testing to your hiring process.  Using assessment testing will help you understanding a person’s temperament and communication style which in turn will allow you to obtain better information during interviews, assess “culture fit” and provide insights into how the candidate will work with the  current  team.   Here’s a quick overview of the benefits of adding assessment test to your hiring process.

Speed Reading Resumes

Tuesday, September 21st, 2010

Apparently HR managers are quite the speed readers.  A recent survey by Career Builder indicates that 48 percent of HR managers surveyed say they typically review up to 25 applications for open positions. Thirty-eight percent of HR managers said they spend less than a minute reviewing a resume, and 18 percent said they spend less than 30 seconds. Given how important making the right hire is- the cost of a bad hire is estimated between 1.5 and 3 times the annual salary- and the fact the average cost to hire an employee is $4000 -maybe we all need to slow down and read resumes and applications just a bit more carefully at the beginning.

To learn more about best practice in hiring, the right and wrong questions to ask in an interview, and how to make sure you hire the right person for the right job, check out KPA’s free webinar series.