If you are an HR person or a hiring manager, do you owe it to your company to Google candidates and get as much information as possible about them? The question may not be as easy as you think as Kris Dunn explores on Fistful of Talent. He gives you three reasons why you should:

1.  You are an agent of your company - it’s your job to get the inside scoop on candidates.  The world’s not always a happy place.  Put your helmet on and get in the game.

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Human Resource professionals love talking about turnover. I know this because I’ve talked about it so frequently, I’ve wanted to die of boredom. It is one of the only numbers HR people can share and (generally) understand some of the challenges you as a professional face. You sit around and say you have 5% turnover? You’re so lucky! 100% turnover? Oh wow, what a challenge. We can draw conclusions and judge based on this one silly number.

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Texas lawmakers worried about identity theft are trying to remove state employees’ birth dates from public records — a move journalists and open records advocates say is unnecessary and will hamper government oversight. Read more…

Tell me if this has ever happened to you:

You go into an interview and the hiring managers are raving about how great of a place XYZ Corporation is and how many people really want to work for them. You hear about the job duties, some of the challenges (which are really small) and all of the great opportunities that abound at XYZ. They tell you they are on solid financial footing and that you don’t need to worry about it. You are excited as you leave the interview hoping for the job.

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The title of this post was almost “Screening Job Applicants In The Recession.” I’m done saying recession though so from now on, we are just dealing with a new economy. A new economy that is new all of the time. But that’s really beside the point.

If you’ve been lucky enough to do any hiring during the last six months, you know that applicant flow has been crazy. I’ve talked to colleagues who have seen almost 1,000 resumes for a single position and often times only advertising in a couple of sources. They found the task daunting because these companies are often smaller companies that don’t necessarily have an applicant tracking system (ATS).

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