Always remember: money is the king. Money crises happen from time to time, but if they are chronic in your business, you may need to rethink how you are doing business. Although cash bruises are often confusing, there is little explanation: their gross profit may be too low.

Many startups use their contacts on the social network to find additional employees. Why not? Each other is probably a cook, a programmer or an administrative assistant that you need, and he is looking for work. (In fact, Inc. has a good guide for using social networks as a recruitment tool.)
But look how you use the data from the social network found. This can lead to discriminatory hiring practices. Most startups do not have a human resources department to tell them that if you have 4 employees, 15 employees and more than 20 and 50 different restrictions will take effect. The Equal Work Act prohibits discrimination against qualified persons with disabilities and prohibits prejudice based on race, color, religion, sex or national origin, age and sex. other considerations. National and local legislation may establish stricter rules depending on the location of your business.

These data (candidate race, national origin, pregnancy status, etc.) are considered “protected information” and can not be asked in interviews. When you are shown, it is often better to keep it for yourself, rather than transfer it to other recruiting managers.

But what happens if the candidate opens exclusive information about his social profiles? The Facebook main profile is almost a list of things that you can not ask in an interview – race, religion, sexual orientation, relationship status – are part of the standard questions that many people fill out on their pages.

“Social media is a matter of personnel law and employment and compliance – protected information about people’s profiles is free, simple and benevolent – it’s not that the employer asked in an interview:” Are you pregnant? Said lawyer Nancy Shanes, partner in Klein Zelman Rothermel, managing agency: “The questions that need to be asked are) and b) this information is good practice in your hiring practices. ”

Schess continues: “Yes, if you go into the search engine and can find it, you can look at it, but once you get legal information, what can you do with it?

Take the case with the startup owner who needs a new assistant. He asks his network or person to get candidates. He talks with an outstanding candidate and offers him work almost during the interview. Then he learns his Facebook status after the interview, that she is pregnant for three months. The owner knows that in 6 months, when she gives birth, there will be a high season in which she can not afford to be without help. Legally, he can not respond to this information.

I asked: “How can you expose this in the decision-making process?” She replied: “You can say that you do not consider this, but if you are accused of discrimination, you must prove that this is not part of the decision-making process and that you are in a very high region. risk.

Is this type of anxiety relevant for difficult driving, making quick decisions? “I think that by working with students and beginners, they do not care about this type of information at all, they want qualified candidates,” says Dan Cohen, a human resources teacher at the School of Industrial and Labor Relations at Cornell University. Cohen was a 15-year-old entrepreneur who sold his business and received his Ph.D. in management. He is also an entrepreneur in the residence of the eLab Cornell incubator. “When start-ups need specialized talent, they want people to do their job, and the need for this talent is often blind to other personal qualities.

The sixth one warns: “If you use social networks, and this is a suitable approach, there is a way to protect yourself.” “Separate the collection of information so that the person performing the online search is not part of the online search. The recruitment chain, perhaps an election agency or another employee, allows them to view the candidate’s online profile for legitimate business opportunities, and then asks them to provide information about their education and experience. in business they do not inform you of their protected information.

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Always remember: money is the king. Money crises happen from time to time, but if they are chronic in your business, you may need to rethink how you are doing business. Although cash bruises are often confusing, there is little explanation: their gross profit may be too low. Many startups...