First Search Inc.

What is your opinion on this CVS settlement below? Are you aware that CVS settles lawsuit alleging it used AI ‘lie detector’ in interviews? The settlement is the latest in an ongoing saga of legal scrutiny for AI-based tools in the hiring process. CVS Health Corp. and CVS Pharmacy reached a tentative settlement in a proposed class-action lawsuit accusing the company of making job applicants take a lie detector test during the interview process without notice, according to a July 17 filing in the Massachusetts federal court. In particular, a job applicant alleged CVS broke Massachusetts law since he wasn’t able to opt out of the HireVue video interview technology or Affectiva’s artificial intelligence analysis, and he wasn’t given the chance to challenge the assessment. According to the 2023 claim, the plaintiff, a Massachusetts resident, applied for a supply chain position with CVS in January 2021. He wasn’t hired for the job. He later on learned that his interview was analyzed by HireVue through Affectiva technology to track facial expressions such as “smiles, surprise, contempt, disgust, and smirks,” which then assigned candidates an “employability score,” according to the complaint. Part of that employability score included analysis of a candidate’s “conscientiousness and responsibility,” including a candidate’s “innate sense of integrity and honor,” the complaint said. The settlement notice didn’t disclose specific details about monetary agreements or changes in CVS practices. AI-based assessment tools are facing increased scrutiny in 2024. For instance, a job applicant alleged that Workday’s AI screening software tool is biased and discriminatory. Although the company filed a motion to dismiss the case, a federal district court judge said the lawsuit can move forward because “Workday’s tools are engaged in conduct that is at the heart of equal access to employment opportunities.” In addition, the American Civil Liberties Union has asked the Federal Trade Commission to review Aon’s AI employment assessment tools, claiming they have a built-in bias against people with autism or mental health disabilities and discriminate based on race. Aon told Legal Dive, a sister publication to HR Dive, that the tools meet industry best practices; ACLU has also filed a complaint with the Equal Employment Opportunity Commission. For now, employers remain split on using generative AI for HR practices, particularly amid the ongoing legal risks, according to a Littler Mendelson survey. About 51% said their organization doesn’t use the tools, while 49% said they do. Most respondents — including in-house lawyers, executives and HR pros — said they were at least moderately concerned about complying with state, federal and international data protection and information security laws. #cvs #jobseekers #legal #interview #artificialintelligence #ai #hiring #technology #humanresources #hr

Who Remembers The Classic Ice Cream Cart Tricycle Coming Up And Down Your Block So You Could Then Talk Your Parents Into Ice Cream On These Hot Summer Days? #icecream #summer #food #tricle #cold

As an owner addressing your recruiting model, tracking the right Key Performance Indicators (KPIs) is crucial to ensure the efficiency and effectiveness of your recruitment processes. Here are the top 5 KPIs you should consider tracking: 1. Time to Fill -Definition: The average number of days it takes to fill a job vacancy from the time it is posted to the time an offer is accepted. -Importance: This KPI helps measure the efficiency of your recruitment process and identify potential bottlenecks. A shorter time to fill can indicate a more efficient and attractive hiring process. 2. Cost per Hire -Definition: The total cost involved in hiring a new employee, including advertising, recruiter fees, and administrative expenses. -Importance: This KPI helps in budgeting and understanding the financial investment required for recruitment. It includes costs such as job board fees, recruitment agency fees, and internal recruiting costs. 3. Quality of Hire -Definition: Measures the value that new hires bring to the company, often assessed through performance metrics, retention rates, and manager feedback. -Importance: Ensures that the recruitment process is attracting candidates who contribute positively to the organization. A high-quality hire improves team performance, productivity, and overall business outcomes. 4. Offer Acceptance Rate -Definition: The percentage of job offers accepted by candidates out of the total number of offers extended. -Importance: A high acceptance rate indicates effective candidate engagement and competitive compensation packages. It also reflects the company’s reputation and appeal to job seekers. 5. Employee Retention Rate -Definition: The percentage of employees who remain with the company for a specific period after being hired, often measured at intervals such as 6 months, 1 year, or 2 years. -Importance: Reflects the long-term success of the hiring process and the fit between new hires and the organization. High retention rates indicate successful hiring and onboarding processes, as well as a positive work environment. Still need help finding people for your team? Reach out directly to Al Katz, alkatz@firstsearch.com or 847-612-4676. #hiring #retention #recruitment #management #employees #quality #kpi #ceo #cfo #humanresources

When a hiring manager or recruiter states that you are "overqualified," it generally means that your skills, experience, and qualifications exceed the requirements of the position you applied for. While this may sound like a positive attribute, here are 4 reasons why this might be a concern for employers: 1. Concerns About Job Satisfaction and Retention -Boredom and Engagement: Employers might worry that an overqualified candidate will become bored and disengaged with tasks that do not fully utilize their skills, leading to lower job satisfaction and productivity. -Retention Issues: There is a concern that overqualified employees might leave as soon as a more suitable opportunity arises, resulting in higher turnover rates and additional hiring costs. 2. Salary and Compensation Expectations -Higher Salary Demands: Overqualified candidates might expect higher salaries than what the employer is willing or able to offer for the position, leading to potential dissatisfaction with compensation. -Future Negotiations: Employers may be concerned that if they hire an overqualified candidate at a lower salary, the candidate will quickly become dissatisfied with the pay and negotiate for a higher salary or seek employment elsewhere. 3. Role Fit and Organizational Dynamics -Team Dynamics: There is a concern that an overqualified candidate may not fit well within the existing team, either due to a mismatch in skills or because their presence might cause friction with colleagues who feel overshadowed. -Managerial Relations: Overqualified candidates might struggle with reporting to a manager with less experience, potentially leading to conflicts or a lack of respect for managerial decisions. 4. Adaptability and Long-Term Fit -Adaptability to the Role: Employers might be concerned that an overqualified candidate will have difficulty adapting to a role that requires less responsibility or offers fewer opportunities for leadership and decision-making. First Search Inc. Conclusion: While being overqualified can be seen as a strength, it raises several concerns for employers regarding job satisfaction, retention, compensation expectations, team dynamics, and long-term fit. We hope that by understanding these concerns it will help jobseekers and candidates better address them during the hiring process by highlighting their genuine interest in the role and willingness to contribute meaningfully to the organization. #jobseekers #overqualified #adaptability #leadership #management #salary #compensation #hiring #recruiter #employment

Are you aware that for over 40 years, First Search Inc. has transformed how companies hire (and how candidates get selected) with results that outpace the industry norms for companies like Motorola, T-Mobile, Pulte Homes, Fluor Corporation, and Salesforce partners. We have worked with start-ups to NYSE-listed companies. This includes temp to perm, contract and retained searches. When help is needed finding your right people and staff for your team? Reach out to Al Katz, alkatz@firstsearch.com or 847-612-4676. #recruitment #staffing #hiring #leadership #management #workforce #culture #business

When deciding whether to recruit more people or bring in a temp-to-perm workforce for the rest of 2024, do you agree as a business owner you must consider these several risky topics below? These factors can significantly influence the success and stability of your workforce planning. Here are the top three riskiest topics we feel you will have to confront: 1. Economic Uncertainty and Market Volatility -Economic Instability: The global economy is unpredictable, with potential fluctuations in inflation, interest rates, and economic growth. This uncertainty makes long-term commitments to new hires risky, as market conditions can change very rapidly. -Industry-Specific Trends: Different industries can face unique challenges and opportunities. Business owners also need to consider sector-specific economic trends that could affect demand for their products or services. 2. Talent Acquisition and Workforce Flexibility -Talent Shortages: Certain skills are in high demand right now, and there may be a limited supply of qualified candidates for everyone. This makes permanent hiring more competitive and potentially more expensive. -Flexibility vs. Stability: Deciding between permanent hires and temp-to-perm staff involves weighing the need for flexibility against the benefits of workforce stability. Temp-to-perm arrangements offer flexibility to scale up or down based on market conditions but may lead to higher turnover and less long-term loyalty. 3. Regulatory and Compliance Risks -Employment Laws and Regulations: Hiring permanent employees or temp-to-perm staff involves navigating various employment laws and regulations, which can be complex and vary by region. Non-compliance can result in legal liabilities and financial penalties. -Worker Classification: Misclassifying employees as independent contractors or temporary workers can lead to significant legal issues and back taxes. It’s essential to understand the legal definitions and ensure proper classification. For over 40 years, First Search Inc. has transformed how companies hire (and how candidates get selected) with results that outpace the industry norms for companies like Motorola, T-Mobile, Pulte Homes, Fluor Corporation, and Salesforce partners. We have worked with start-ups to NYSE-listed companies. This includes temp to perm, contract and retained searches. Reach out directly to Al Katz, alkatz@firstsearch.com or 847-612-4676 and lets talk. #management #recruiting #recruitment #hiring #staffing #workforce #temptopermanent

What can be considered the Best and Worst advice when using Generative AI as part of your recruitment strategy? Best Advice When Using Generative AI in Recruitment: 1. Combine AI with Human Expertise -Benefit: Combining AI with human judgment ensures a balanced approach, leveraging AI for efficiency and data analysis while maintaining human insight for nuanced decision-making. 2. Focus on Enhancing Candidate Experience -Benefit: Using AI to streamline communication, provide timely updates, and personalize the recruitment process can improve candidate experience and attract top talent. 3. Ensure Ethical AI Use and Data Privacy -Benefit: Implementing AI with a strong focus on ethics and data privacy helps build trust with candidates and ensures compliance with legal standards. Worst Advice When Using Generative AI in Recruitment: 1. Fully Automate the Recruitment Process Without Human Oversight -Risk: Relying solely on AI to screen, interview, and hire candidates without human oversight can lead to biased decisions, errors, and a lack of personal touch. 2. Ignore Data Privacy and Ethical Concerns -Risk: Failing to address data privacy issues and ethical considerations can lead to legal complications and damage the company’s reputation. 3. Use Generic AI Tools Without Customization -Risk: Using off-the-shelf AI tools without tailoring them to your specific recruitment needs can result in poor candidate matches and ineffective recruitment processes. #GenerativeAI #recruitment #strategy #efficiency #candidates #staffing #hiring #experience #management

Do you agree with this? To turn employees into enthusiasts and create a more engaged workforce, management should focus on the following 3 strategies: 1. Foster a Positive and Inclusive Work Environment -Create a Culture of Recognition: Regularly acknowledge and reward employees for their contributions. This can be through formal recognition programs, shout-outs in meetings, or simple thank-you notes. Recognition fosters a sense of value and belonging. -Promote Inclusivity: Ensure that all employees feel included and respected, regardless of their background. Diversity and inclusion initiatives can improve team dynamics and employee satisfaction. 2. Provide Opportunities for Growth and Development -Continuous Learning: Offer training programs, workshops, and courses that allow employees to develop new skills and advance their careers. Encourage them to pursue certifications and further education. -Clear Career Pathways: Develop clear career progression plans for employees, showing them how they can advance within the company. Regularly discuss their career goals and provide mentorship and coaching. 3. Enhance Communication and Employee Involvement -Open Communication Channels: Foster an environment where open and transparent communication is encouraged. Use tools like regular one-on-one meetings, feedback sessions, and suggestion boxes to keep lines of communication open. -Employee Participation: Involve employees in decision-making processes and seek their input on company strategies and projects. This involvement can increase their sense of ownership and commitment to the organization. The First Search Inc. team feels that by implementing these strategies, organizations can create a more enthusiastic and engaged workforce, leading to higher productivity, reduced turnover, and a stronger company culture. Need to find the right staff to hire? Reach out to: Al Katz, at alkatz@firstsearch.com or 847-612-4676. #workforce #management #employees #enthusiasts #engaged #business #productivity #turnover #culture

Are you aware that wearing shorts to work during hot summer months has gained support from various organizations and individuals for several reasons, including comfort, productivity, and a modern approach to dress codes? Here are some proponents and their reasons: 1. Comfort and Productivity -Experts and Health Advocates: Health professionals argue that wearing lighter and more comfortable clothing, such as shorts, can help regulate body temperature, reduce stress, and increase productivity. Comfortable employees are less distracted by the heat and more focused on their tasks. -Companies: Several companies have adopted more relaxed dress codes to improve employee comfort and morale. For instance, tech companies and startups, known for their casual work environments, often encourage employees to dress comfortably, including wearing shorts. 2. Modern and Flexible Dress Codes -Business Trends: There is a growing trend towards flexible and casual dress codes in the workplace. Businesses are recognizing that strict dress codes are less relevant in many industries and that allowing casual attire, including shorts, can foster a more inclusive and relaxed workplace culture. -HR Professionals: Human Resources experts advocate for flexible dress codes to attract and retain talent, particularly among younger employees who prioritize comfort and work-life balance. Relaxed dress codes are seen as a way to modernize company culture and make workplaces more appealing. 3. Environmental Considerations -Sustainability Advocates: Allowing employees to wear shorts can contribute to energy savings by reducing the need for excessive air conditioning. This approach aligns with broader efforts to create more sustainable and environmentally friendly workplaces. Support in Practice: -Japan’s Cool Biz Campaign: Japan's Ministry of the Environment initiated the "Cool Biz" campaign to encourage businesses to relax their dress codes during the summer to reduce the use of air conditioning. This initiative has been widely accepted and includes wearing lighter clothing such as short-sleeved shirts and even shorts. -Tech Industry: Many tech companies, known for their progressive work cultures, have embraced more casual dress codes, including shorts, especially during the summer months. This reflects the industry's overall emphasis on employee comfort and productivity. -Employee Surveys: Surveys indicate that employees overwhelmingly support more relaxed dress codes, including the option to wear shorts, citing comfort and a more enjoyable work environment as key reasons. In conclusion, wearing shorts to work during hot summer months is supported by various sectors due to its positive impact on comfort, productivity, modern workplace culture, and environmental sustainability. Adopting flexible dress codes can help create a more pleasant and efficient work environment. #advocate #clothing #shorts #dresscodes #summer #comfort #casual #productivity #trends #workplace #japan

When looking for a new software career are you aware how software is significantly transforming the automotive industry, driving changes that enhance vehicle functionality, safety, and user experience? Here are the top 3 ways software is driving this change: 1. Autonomous Driving and Advanced Driver Assistance Systems (ADAS) -Autonomous Vehicles: Software is the backbone of autonomous vehicle technology. Companies like Tesla, Waymo, and Uber use advanced algorithms, machine learning, and AI to enable self-driving capabilities. These systems rely on real-time data from sensors, cameras, LIDAR, and radar to make driving decisions without human intervention. -ADAS Features: Features such as adaptive cruise control, lane-keeping assist, automatic emergency braking, and parking assistance are powered by sophisticated software. These systems enhance safety by assisting drivers in complex driving conditions and preventing accidents. 2. Connectivity and Infotainment -Connected Cars: Modern vehicles are equipped with software that enables connectivity features such as real-time traffic updates, internet access, and over-the-air software updates. Platforms like Android Auto and Apple CarPlay integrate smartphones with vehicle infotainment systems, providing a seamless user experience. -Infotainment Systems: Software enhances the functionality of infotainment systems, offering navigation, entertainment, and communication features. These systems are becoming more sophisticated with voice recognition, AI-driven personal assistants, and seamless integration of various apps and services. 3. Electric Vehicles (EVs) and Battery Management -Battery Management Systems (BMS): Software plays a crucial role in managing the complex battery systems in electric vehicles. It optimizes charging and discharging cycles, monitors battery health, and ensures efficient energy use. This software helps extend battery life and improve vehicle performance. -Energy Efficiency: Advanced software algorithms help optimize energy consumption, enhancing the range and efficiency of electric vehicles. This is critical for the widespread adoption and success of EVs, as efficient energy management directly impacts their practicality and user experience. By leveraging these advancements, the automotive industry is experiencing a profound transformation, leading to safer, more efficient, and more connected vehicles. #software #automotive #industries #careers #electricvehicles #battery #technology #future #energy