In 2018, the Human Rights Campaign reported that nearly 50% of LGBTQ workers remain in the closet at their place of employment. The report revealed that these workers are told to dress more masculine or feminine or have heard others tell offensive jokes about being gay or lesbian.  They're afraid to come out because they don't feel that they would be supported, they would face discrimination and it would ruin relationships with their co-workers. These fears lead to feelings of depression, exhaustion or the inability to focus on their jobs. While there is legislation to protect LGTBQ employees, employers can create a more inclusive workplace through leadership and recruitment. 

Here are best practices and examples of how to support LGBTQ employees in the workplace.

For hiring managers seeking qualified job applicants, it can be especially challenging to consider denying employment when the unemployment rate keeps rising. Still, finding the best candidate, getting them screened, hired and onboard is job #1. Employers must be sure to avoid hiring bias and allow candidates access to the information used in denying employment, especially when hiring as the nation returns to a new normal. 

Employers must continue to abide by the federal agency regulations such as the U.S. Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA) when hiring and denying employment during the COVID-19 pandemic. 

Businesses are doing their best to navigate the changing dynamics of employment during the COVID-19 pandemic and after. With remote work, furloughs and new return-to-work policies, HR managers are feeling the strain of tasks that needed to be finished like yesterday.  Just when things seem to be leveling out again, background checks appear to be slowing down the hiring process. Why does it feel like nothing is happening fast enough?

What's the real reason that background checks are taking forever?

While employers and organizations look for quicker, easier ways to hire employees, many are turning to artificial intelligence (AI) decision making. It would appear that using algorithms in decisions would limit discrimination but in fact, algorithmic discrimination is still a very real problem. When considering an applicant for employment, there are far too many mistakes that could occur under the premise of "machine learning". 

Instead of relying on solely on artificial intelligence for hiring, employers are better served making hiring decisions with human touch.

As state economies are reopening as shelter-in-place orders are lifted, employers may have questions related to rehiring and on-boarding employees after a layoff. There are benefits in bringing back employees who were furloughed or laid off.  The employee already knows the business. HR can expect reduced on-boarding and on the job training, and company culture is already established.

Proper procedures, however, should still be followed that are consistent with company policy. 

Here are HR and legal recommended practices for your employees returning to work.

Acquiring the right talent can be challenging at any time but recruiting during a lockdown is especially trying. During the COVID-19 pandemic, employers and staff have had to adjust to a new remote way of working. Talent acquisition, much like anything else, has moved virtual and recruiters are adapting and teaching candidates how to adapt as well.

Read on to learn how recruiters are adapting to new remote talent acquisition challenges.

While the COVID-19 pandemic is affecting businesses, some organizations are in need of candidates, from front line workers in fields like the medical industry, retail or those transporting goods across the country. Remote work is also challenging employers to consider applicant qualities that they may not have considered before. 

The COVID-19 pandemic is creating new employment background screening challenges for employers. Here's how to adapt.

In this unprecedented time, we're grateful for a positive attitude. It's through this attitude that humans have found their way through challenging times for generations before us. It doesn't mean that we're not affected, this perspective simply allows us to continue to look for the good and to help send more good into the world. 

Each week, our team is sending in their favorite optimistic quotes and personal photographs. As we work through these new and challenging times, sharing these messages is a nice reminder that we're all in this together. 

Come back to this post every week as we continue to add more photos to the gallery. 

With the recent Bob Iger announcement that Disney may begin checking guest temperatures at the park gates, we're all soon faced with a new normal. In the new post-COVID-19 world, experts are also asking us to stop shaking hands and consider working from home. Employers and hiring managers will adjust to new requirements to bring staff back to work and back to normal.

Is it okay for employers to check temperatures or screen medical history during hiring or before allowing employees to go back to work? In some cases, the answer is yes.

Here are considerations for medical background checks for healthcare workers and other employees.

While some businesses face layoffs during the economic downturn and COVID-19 pandemic, hiring in other industries is going strong. The supply chain is being challenged to keep up with customer demand (and panic) so the manufacturing, transportation and retail industries are hiring more and quickly. Retailers such as Walmart and CVS are going online and working together to fast-track hiring. Because factory workers and truck drivers work with heavy equipment, the hiring process must be streamlined, and with safety in mind. 

Here are best practices in pre-employment background checks for transportation and manufacturing industries.