Every employer understands that a solid recruiting program has a direct impact on their bottom line, as well as their brand. Having a grasp of certain metrics – such as offer acceptance rates, where your candidates are coming from, how long it’s taking you to fill certain roles, reasons an applicant wasn’t hired – can make the recruiting process more targeted and effective. According to Gallup’s 2017 “State of the American Workplace” report, only 33% of U.S. MORE

In recent years, comprehensive HR solutions have spawned several iterations; there’s the aforementioned HRIS, as well as human capital management (HCM), and human resources management systems (HRMS). HRMS adds even more to the combined HRIS and HCM capabilities, by roping in time and labor management as well as providing the ability to customize more granularly to enterprise business needs. MORE

To stay compliant with workplace laws. State Biometric Laws. Complying with the new overtime law requires accurate employee timekeeping. Employers assign a specific card or fob to each employee. Employers can deactivate a card if a loss occurs. MORE

And while many of the country’s large employers don’t offer paid family leave , some big names have adopted such policies in recent months. Employers, lawmakers and advocacy groups are struggling to nail down the “right” amount of paid time off—14 weeks is a minimum suggested by the U.N.’s Just a small number of metrics are needed to measure the success of a policy. Those payments would be funded by a combination of employee and employer payroll taxes. While U.S. MORE

One of the most pressing issues in HR and employment law is gender pay equity. There appears to be an age component to the pay gap as well. The flurry of legislative activity in the last 12 months has led many to dub 2017 the “ year of equal pay.” Technology has also made it possible for HR teams to more easily identify pay disparities. Analytics tools have made it possible for employers to readily report on salaries and promotions by gender and ethnicity. MORE

20, 2017), illustrates the potential liability exposure for employers and other plan sponsors that do not have strong safeguards in place, such as encryption for laptops with sensitive information. They contained protected health information (PHI) subject to the Health Insurance Portability and Accountability Act (HIPAA), as well as other personal identifying information (PII) such as Social Security numbers. as well as numerous violations of state law. MORE

Remember the front-page allegations against Wells Fargo for opening fake customer accounts, or the price gouging antics of Mylan Pharmaceuticals? Keeping organizations in compliance with employment laws and regulations. MORE

A key recruiting efficiency metric, time to hire is a strong indication of how well a recruiting team is performing. Poor candidate experience negatively impacts your employment brand. Employer brand is weakened. Without a standardized approach or specialized tools for employment background checks, it’s harder to protect sensitive candidate data or demonstrate how you’re meeting employment laws and regulations. MORE