DBAI creates Social Media 2.0 Presence

In addition to our presence here on Blogger you can now find information about our services on LinkedIn, Plaxo, Facebook and Twitter. You are invited to visit one or all of the sites for the latest news from our marketplace.

Thank you for your continued business.

Do You Really Know Your Hiring Practice?

Over the past year I have had the opportunity to look at a wide range of employment applications and a fairly common characteristic is that employers have not truly looked at the information that they have generated with their Applicant Tracking Systems. Now with the introduction of the Genetic Identification Non Discrimination Act it become even more critical that we review the information you are gathering. Your key should be is whether the information you are requesting is truly a valid indicator of whether the candidate can perform the duties of the position for which they are applying for.

Let me give you some recent examples I have come across:

A) An employer on the application, right at the top asked for who to contact in case of an emergency and the candidates social security number

B) An employer asked ,with a must answer stipulation, the date the candidate graduated from college

C) A government agency asked for required dates of your education. When questioned about the reasons for asking for the information, stated that the State AG had said it was okay.

With the dramatic increase in the number of discrimination suits and increased enforcement by the EEOC of these issues, it is to the detriment of your organization if you don't ensure that your application is asking questions which are bona-fide occupational qualification questions. Failure to do so can mean that financially you might be in worst shape.
While we are discussing your applications it is also critical that you check the system used by your outsourced applicant tracking system. They maybe asking questions which you are unaware of. The fact that you did not know the question was being asked is no excuse for asking questions that could lead to discriminatory practices in your talent management program.

Relocation Announcement

From Twitter was this notice:

Premier Inc., a health care purchasing and data company, announced Wednesday it's moving its headquarters from California to Charlotte while increasing its work in North Carolina's largest city by 300 jobs. A state economic incentives panel approved an agreement with Premier that could pay the company $4.1 million over the next nine years if it creates the jobs over the next five, keeps them through 2018 and meets investment targets. Premier, with 750 of its 1,250 workers already based out of Charlotte, will shift its headquarters from San Diego to Charlotte in part because many executive team members and its three divisions already are there, company spokesman Alven Weil said.

Relocation Announcement

Lennox Hearth Products has announced plans to relocate the headquarters and Research and Development operations of its Orange, Calif.-based hearth products company to Nashville and to consolidate both customer and technical service departments to Union City.

Stiefel Laboratories Inc. has announced it will shutter its 200-plus employee operation in Duluth, Ga. and move the work to Research Triangle Park, where it owns a 155,000-square-foot research and development facility.

Can We Run Our Relocation Program Faster, Cheaper and Better?

Daniel Bloom authored an article appearing in the October issue of Mobility Magazine regarding how to remove the wastes from the processes. Read the full text of the article at http://bit.ly/aqgXq
It applies the basics of the six-sigma methodology to the relocation process. Have other ways to improve the way we operate, let's talk about it.

20th Annual CRP Review Seminar Dates Announced

2010 Edition of Our CRP Review Seminar is set for May 16-18 in Orlando. The registration for the class is now open and further information can be obtained by emailing dan@dbaiconsulting.com.

What Do We Do?

In the course of my reading and travels, I am constantly hearing professionals with a number of questions about what they do with this thing we call Social Media. First let's be clear, it is here to stay, it is not a fad. But that still leaves the begging question about how we handle social media 2.0 in the workplace. The Wharton School published an intriguing Article covering this topic in their weekly knowledge@wharton blog. The whole article can be read at
http://knowledge.wharton.upenn.edu/article.cfm?articleid=2349

Despite what we think about this new frontier, we need to recognize both its benefits and its drawbacks. At the same time we need to develop strategies for the use of the medium both to the outside world and internally to our operations.