Search
RSS
Subscribe

Enter your email address to receive new posts in your inbox:

Delivered by FeedBurner

Share

Like what you see? Share!

Twitter
Verrill Dana, LLP

Verrill Dana, LLP is one of New England's preeminent regional law firms. With offices in Portland and Augusta, ME; Boston, MA; Westport, CT; Providence, RI; and Washington D.C. Verrill Dana provides sophisticated legal representation to businesses and individuals in the traditional areas of litigation, real estate, business law, labor and employment law, employee benefits, environmental law, intellectual property and estate planning.  The Firm also has industry-focused specialties including higher education, health care and health technology, energy, and timberlands. 

Disclaimer:  The content presented in this blog is for general information only, is not intended to constitute legal advice and cannot be relied upon by any person as legal advice. While we welcome you to contact our blog authors at hrlawupdate@verrilldana.com, the submission of a comment or question does not create an attorney-client relationship between the Firm and you. 

Entries in Hiring (9)

Thursday
Nov192015

Nerds Develop Formula to Replace HR Managers

Here’s one from the too depressing to read before I’ve had my 5th cup of coffee file. Our friends at Bloomberg Business are reporting that an algorithm did a better job of selecting job candidates than real live human beings. Like you. And me.

The National Bureau of Economic Research (motto: 4% More Boring Than You Think We Are™) compared the tenure of more than 300,000 hires in low-skill service-sector jobs (like data entry and call center work) hired based on the algorithmic recommendations of a job test with individuals that humans hired. (The test asked the applicants a variety of questions and ran their responses through an algorithm, which then ranked the job candidates: green for high potential ones, yellow for moderate potential, and red for the lowest rated.)

Key takeaways:

  • Greens stayed at the job 12 days longer than yellows, who stayed 17 days longer than reds.

That may not sound like much, however, according to the article, the median duration of employees in these jobs is only about three months to begin with.

  • The more managers deviated from the test’s recommendations, the less likely candidates were to stay in their jobs.

An example: when recruiters hired a yellow instead of available greens, who were subsequently hired to fill other open positions, those greens stayed at the jobs about 8% longer.

  • The study also suggests that the individuals hired by humans were no more and in some cases, less productive that the algorithm’s recommended hires.

The actual study is available here - for $5.

It would be interesting to see if these results could be replicated for hires in more skilled industries. Until then, there’s only one sensible response to this automated takeover of the HR industry, and it ain’t another cup of coffee.

Friday
Aug072015

It's Not Just Hillary Clinton Who Has to Worry About Security Protocols

Last month, the FTC issued new “guidance” on data security for companies that collect, store, and use consumer data. This guidance “summarizes the lessons learned from more than 50 law enforcement actions the FTC has announced so far.” The full text of the FTC’s Start with Security: A Guide for Business can be found at https://www.ftc.gov/tips-advice/business-center/guidance/start-security-guide-business. Considering the implications that a security breach can result in, it is important that employers have in place policies and procedures that direct employees on how they should handle and use sensitive information.

The ten lessons to learn from FTC enforcement actions are summarized as follows:

Click to read more ...

Wednesday
May132015

April Showers Brought May Flowers and A Host of Employment Action in New England

New England administrative agencies and courts have sprung into spring with a litany of action last week that will affect New England employers. Here’s the run-down:

Connecticut: Last week the Connecticut Assembly passed a measure that would bar Connecticut employers from requiring employees or applicants to provide access to personal online accounts. The bill is similar to those passed across the country and would make Connecticut the 21st state to adopt such legislation. This bill, S.B. 426, specifically would prohibit employers from requesting or requiring that passwords, user names, or any other access be granted to employers or require the applicant/employee to access the account in front of the employer or invite or accept an invitation from the employer to join a group. The bill has been sent to Governor Malloy for consideration. 

Click to read more ...

Tuesday
Oct212014

Fashion, Religion & The Supreme Court

Much like your humble blogger, image is everything for teen retailer Abercrombie & Fitch. That may be problematic, however, as the U.S. Supreme Court recently agreed to hear an appeal addressing whether the Company’s enforcing its controversial employee dress code, or “look policy,”  constituted religious discrimination.

In 2008, Samantha Elauf, a Muslim, applied for a job at an Abercrombie store in Tulsa, Oklahoma. She wore her hijab or headscarf during the interview. Abercrombie rates applicants on their sense of style (of course they do) and hiring manager, Heather Cooke, initially gave Elauf a score that recommended hiring her. However, after consulting with district manager Randall Johnson about the hijab, Cooke gave Elauf a low score in the “appearance and sense of style” category. (Johnson allegedly told Cooke that employees were not allowed to wear “hats” at work, and declined to hire her, even though Cooke told him that she assumed Elauf wore the scarf for religious reasons.) Cooke also told Johnson that she did not ask about religion during Elauf’s interview, in accordance with EEOC guidelines.

Click to read more ...

Thursday
Jul242014

There's Never a Brainless Question...Except When There Is

You’ve heard the expression; whether at a seminar, school, work, or just in general—Go ahead, ask! Well in most cases that may be good advice—but you don’t want to follow it during the interview process. Here are a few tips on questions you do not want to ask an interviewee during the course of the interview process:

Click to read more ...

Wednesday
Jul172013

Rhode Island Joins Massachusetts and Connecticut with “Ban the Box” Legislation 

From hiring to firing, employers find themselves side-stepping legal minefields to protect themselves from wage and hour, discrimination, and other similar employment lawsuits. For our multi-jurisdictional clients and friends this process can be even more demanding. Rhode Island’s recent passage of “ban the box” legislation is an example that highlights this important fact.

Click to read more ...