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Kronos Incorporated has thought a lot about onboarding. They have also researched, polled numerous HR professionals, and interpreted the results. To say that their findings are surprising is likely an understatement. According to their study with Human Capital Institute, 60 percent of the companies surveyed indicated that their primary goal was to integrate people into the corporate culture, while only 30% of their onboarding focus was on the people or the culture.

Making sure that you are hiring the right candidates is more important now than ever. It’s difficult to calculate the costs of replacing an employee. Studies on the matter don’t much agree. However, it’s safe to say that replacing a bad hire can cost you at least 16% of that hire’s annual wage. The more advanced the position, the higher the cost to fill it, and that doesn’t take into account the hidden costs that can accompany an awful hiring decision. A bad decision can cost you in stolen cash and property, legal fees, and damage to your company’s reputation that you may never be able to recover from. Let’s take a look at some recent examples.

The responsibilities are endless, it seems. Interviewing candidates, managing training and onboarding, tending to employee concerns, conducting performance reviews and so forth. That’s just the routine functions. Let’s not forget that Human Resources is typically on the front line when things hit the fan.

Most hiring managers can agree that running a criminal background check on prospective new hires is a good idea. However, there are a variety of different options available to businesses looking to verify their applicants. Without a thorough understanding of the process, it is difficult to utilize the resulting information properly. Here we will discuss the process of a thorough criminal background check, and how it can work for your organization.

Let's take a look at recent newsworthy articles that have affected the human resources landscape in the last several months.

How well do you truly know your trusted employees? True, they may be punctual, responsible, reliable, and otherwise exemplary employees. However, consider the secrets you keep from them. They may not be dark or dangerous secrets, but you also may hide your Beanie Babies collection from all but your closest confidants.

Drug screening and testing are standard practices for many employers, and with good reason. Employing substance abusers can cost your business, with hits to both your reputation and your bottom line. They are responsible for up to half of all workers compensation claims, are more than twice as likely to have excessive absences, and can cost three times as much in medical costs while proving a third as productive as non-abusive employees. When you also consider that the average expense of replacing a salaried employee is $7,000.00, it is entirely understandable that a business would want to avoid hiring potential substance abusers .

If you have never heard of “Ban the Box,” you aren’t alone. If you hire people (or own a business that does), however, you want to familiarize yourself with this particular movement.

If we made horror movies about the things that make us weak in the knees on a day-to-day basis, there would be a blockbuster called Employment Verification Call. What can you say about this former employee? What will get you sued? Can you tell the truth? If so, how much of the truth can you tell?

He is a charming young man. Very sharp and well spoken. Handsome, clean-cut, and sharply dressed. An upstanding guy with plenty of confidence, he has a long history of volunteer work, a psychology degree from a major university, and is currently attending law school. He comes with a letter of recommendation from the governor of his home state, the chairman of the state Republican Party, and a handful of his professors.