A- there is a labor shortage in their specific labor market by attempting to recruite US residents and citizens using a minimum of three media sources for a period of 3 months. B- employers will be required to contact DFACs, Vocational Rehabilitation agencies, and correction agencies to fill these openings,
The company I worked for as an HR Administrator already did this. We had a location in Mexico and one of the engineers was good enough that the head peeps wanted to bring him to our plant in TN. It was an internal promotion to a new location that was growing quickly. We had to post at least 3 different sources (local newspaper, Monster, and a recruitment company), and we had to provide proof of advertising. We had to keep track of anyone who applied for the position, and interview anyone who came close to qualified for the position. This had to be done each time we hit another stage of Fernando's immigration process.
I would, however, be cautious with people with felony convictions. Our policy was not to hire anyone convicted of a felony within the previous 7 years. Misdemenors weren't an issue. There's nothing like your third party reference service discovering that an applicant lied on his application form when he said no convictions. Lying to a prospective employer is NOT the way to go. We used to take folks for temporary positions, but didn't do a background check on them until they accepted a firm job offer from us. Well, we had three guys that were decent enough to want to hire. Turns out all 3 had felonies. Turns out all 3 were behind a series of rather major equipment thefts that lost the company a lot of money.
I'd rather work with a program that has a proven record of rehabilitating offenders than just have any convicted Tom, Dick or Harry apply for a job straight out of prison and get it. Research has shown that folks who go through these programs have a lower rate of committing additional crime.
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branchandroot
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Date: 2009-02-01 12:38 am (UTC)The company I worked for as an HR Administrator already did this. We had a location in Mexico and one of the engineers was good enough that the head peeps wanted to bring him to our plant in TN. It was an internal promotion to a new location that was growing quickly. We had to post at least 3 different sources (local newspaper, Monster, and a recruitment company), and we had to provide proof of advertising. We had to keep track of anyone who applied for the position, and interview anyone who came close to qualified for the position. This had to be done each time we hit another stage of Fernando's immigration process.
I would, however, be cautious with people with felony convictions. Our policy was not to hire anyone convicted of a felony within the previous 7 years. Misdemenors weren't an issue. There's nothing like your third party reference service discovering that an applicant lied on his application form when he said no convictions. Lying to a prospective employer is NOT the way to go. We used to take folks for temporary positions, but didn't do a background check on them until they accepted a firm job offer from us. Well, we had three guys that were decent enough to want to hire. Turns out all 3 had felonies. Turns out all 3 were behind a series of rather major equipment thefts that lost the company a lot of money.
I'd rather work with a program that has a proven record of rehabilitating offenders than just have any convicted Tom, Dick or Harry apply for a job straight out of prison and get it. Research has shown that folks who go through these programs have a lower rate of committing additional crime.
Just my nickel's opinion :)