Happy Friday! Take a look at this week’s must read articles for recruiters, hiring managers and everyone in between:
Best Practices for Compliant Screening in 2023 (Read @ Verified First)
Many people set personal New Year’s resolutions, whether it be learning a new hobby, healthier eating, or choosing to step outside your comfort zone. But setting goals for the New Year can also be helpful in the workplace. Reevaluating your background screening compliance practices can help improve workplace safety and productivity, setting up your organization for hiring success in 2023.
Company is Hiring for Same Job Both Onsite and Remote (Read @ Ask #HR Bartender)
Remote work is still very popular with employees and candidates. One of the challenges that organizations have to manage is when they have a job that can be done either onsite or remotely. What if someone is interested in one but not the other? That’s what today’s reader note is all about.
‘Quiet hiring’ will dominate the U.S. in 2023, says HR expert—and you need to prepare for it (Read @ CNBC)
Quiet hiring is when an organization acquires new skills without actually hiring new full-time employees, says Emily Rose McRae, who has led Gartner’s future of work research team since its 2019 inception, focusing on HR practices.
5 HR Trends That Will Shape the Future of Work in 2023 (Read @ HR Daily Advisor)
The pandemic reset long-established expectations about work, and employers and employees are still sorting out what it will mean over the long haul. It’s clear that employees overwhelmingly want more flexibility in the way they work, and they’ve demonstrated by the tens of millions they’re ready to jump ship if they don’t get it. But the ability to work from home is only one facet of the change.
‘Rage-applying’ is the new ‘quiet quitting,’ and it’s helping Gen Z and millennials land $30,000 raises (Read @ Fortune)
“This is your sign to keep rage-applying to jobs,” a TikToker with username Redweez said in a video in early December. “I got mad at work, and I rage-applied to, like, 15 jobs. And then I got a job that gave me a $25,000 raise, and it’s a great place to work. So keep rage-applying. It’ll happen.”
Why the 4-Day Workweek is Gathering New Momentum (Read @ LinkedIn)
One topic I’ve written about time and time again is the four-day workweek — and for good reason. Typically defined as a reduction in hours from 40 hours a week to 32 hours a week (but with no corresponding reduction in pay or employee output), it’s been widely lauded as a better workplace model and what should be the path forward for most organizations.
Gen Z is rewriting the rulebook on ‘résumé gaps’ (Read @ Business Insider)
Most people are familiar with the scourge of the résumé gap. For decades, job candidates have been trying to avoid handing over a résumé with an extended gap between jobs. The conventional wisdom has long been that companies won’t want to hire you if your résumé shows that you have a gap of a few months or years between jobs.
More states adopt salary transparency in 2023, but some companies still skirt the laws (Read @ Fast Company)
The start of the new year meant three more states—California, Washington, and Rhode Island—saw salary transparency laws go into effect. And more are on the way. But as more states and cities mandate these disclosures, many companies are finding ways to essentially ignore the laws.
Indeed Shifts Pricing to Pay-per-Application (Read @ SHRM)
In 2023, employers using global jobs site Indeed will pay only when a candidate starts or submits an application, rather than when they click on a job ad, as is currently the case.
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