When interviewing potential employees, California employers must navigate a complex landscape to ensure their practices are compliant and effective. Here are five essential practices to consider:
California law restricts employers from asking certain questions during interviews that could be seen as discriminatory. Employers must refrain from asking about
In today’s regulatory environment, conducting background checks in compliance with both federal and state laws is not only a necessity but also a complex legal challenge for employers. This article delves into the intricacies of four major laws that California employers must consider: the federal Fair Credit Reporting Act (FCRA), the California Investigative Consumer Reporting
Artificial Intelligence (AI) has rapidly emerged as a transformative force across various industries, revolutionizing the way we work and live. As we have previously written about here, AI has huge potential benefits for employers. However, as the technology continues to advance, its impact on the workforce raises important questions about discrimination, privacy, and accountability.
For good or bad, the use of AI is already prevalent and its potential uses are expanding quickly, including to the workplace. LinkedIn is currently suing a competitor, hiQ Labs, for use of information “scraped” from the social network’s site and used for AI analysis. hiQ uses the information gleaned from LinkedIn to predict
Mat Honan at Gizmodo wrote recently about a new company that helps employers search applicant’s “internet background” to assist in the hiring process. As Mat rightly points out, much of the concern over this “new technology” is overblown, and as he puts it, "[e]mployers would have to be stupid not to Google job candidates."