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Employers who engage in unfair documentary practices often do so because they worry about violating a different section of the INA, namely the prohibition against knowingly employing individuals who are not authorized to work in the United States.
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Since President Trump took office in January of 2017, many practitioners have noted an uptick in the number of investigations launched by the Department of Justice’s Immigrant and Employee Rights Section (IER) into employers’ Form I-9 practices.
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Nearly all HR professionals conduct background checks of some kind, with a majority saying they screen both part-time and full-time employees.
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Business in the U.S. is booming. Unemployment continues to decrease and employers are looking to fill more jobs.
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Have you ever told applicants you’d keep their resume on file? And did you mean it?
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So many organizations are searching for new and more effective means of recruitment marketing.
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Like a doctor following the Hippocratic oath (First, do no harm), hiring managers looking to bring on a new employee need to ensure that they make a decision that is safe and unlikely to damage the organization in any way.
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Over the last 4 years building and selling a recruitment marketing platform, I remember countless times in the sales process where we were told something like this...
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A talent void in the market is making it more challenging than ever for organizations to find, hire, motivate, and retain great talent.
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