Bridging Gaps in Your Workplace When Hiring Immigrant Workers


Throughout the next decade, the ease of hiring immigrant workers is expected to change. The current Immigration Laws are being reviewed, and a new Bill presented by Sen. Orrin Hatch (R-Utah) and Sen. Jeff Flake (R-Ariz.) has been embraced by the Human Resources industry.

The Bill known as  The Immigration Innovation Act of 2018 (I-Squared) will make it easier for employers to hire top global talent in high-demand science, technology, engineering and mathematics (STEM) fields.  When no able, willing or qualified US candidates are available, employers would gain easier access to the green card system, making it easier for job seekers to accept and change employment. Click here to read more.

How Immigration Laws Affect Recruitment Strategy

Immigration Laws Affect Recruitment Strategy

It’s the duty of every Human Resources Manager to determine how immigration laws affect recruitment strategy.  Part of your obligations include: verifying employment eligibility and work visas, as well as managing an employee’s work status.  This article will help you better understand how immigration laws affect recruitment strategy. We recommend that you pay close attention to the new immigration bills being presented, so you can help your organization to adjust your recruitment and compliance strategies in the near future.

Eligibility Verification

All companies have a responsibility to help prevent unauthorized persons from working in the United States.

Click here to read more.

Innovations in Job Hunting: Chatbots

In the past several years, recruiting and job searching has gone to new lengths to reach out to candidates from social media, video interviews, and the emerging new technologies companies have to play with. One tool that everyone should be focusing on is chatbots.

Chatbots are used to communicate with people and companies either within your company or outside of it. Chatbots have been around for a long time (remember AOL Instant Messenger?). Why chatbots are getting popular among recruiters and HR professionals is because it is instant. You can get notifications on your desktop or mobile phone and you check it out immediately what the person wrote and can respond on the spot. Click here to read more.

3 Tips to End Racial and Gender Inequality in the Workplace

While it’s still easy to find examples of racial and gender inequality in the workplace by employers in the news, many are completely unaware of how harmful these behaviors can be.

Even if your office has policies that don’t allow racist or sexist behavior, there’s a good chance you’re still not doing enough to eliminate issues like racial favoritism or benevolent sexism that could be lurking  silently in the background. They’re not seen in outrageous remarks on Twitter, nor are they as obvious as the sexual harassment claims in the media today, but they are there, and it’s up to HR professionals to institute policies that end racial and gender inequality in the workplace. Click here to read more.

Should Your Office Consider Banning Valentine’s Day?


One has to look no further than the #MeToo campaign to realize we’re amidst a global shift. While top-notch firms have always been proactive in weeding out and preventing sexual harassment issues, it was often something done in the background versus a very public no-tolerance display.

However, this #Me Too campaign has brought sexual harassment to the forefront of our collective minds and has shown that employees don’t merely want these matters seen to; they expect no-tolerance policies to be very visible and part of a company’s culture.

#MeToo Campaign Shows No-Tolerance Sexual Harassment Policy

The immediate concern with Valentine’s Day is that it opens up opportunity for sexual harassment claims. Click here to read more.

Valentine’s Day Offer: 10% Off our Diversity Map Kit and Win Insights PLUS

As a Valentine’s Day special, we offer a Valentine’s Day special offering a 10% discount to everyone with a pending Price Quote or Statement of Work for our new Diversity Map Kit or Win InsightsPLUS platform.

This is an opportunity to save big on a diversity tool that will energize your diversity & inclusion efforts. However, you must act fast. This offer is only good until Valentine’s Day (February 14).

To take advantage of this special offer, contact Shelley McNair at 301-459-3133 or at


The HR SOURCE Live Chat with Gina Willoughby

This session will introduce the four elements of the Emotional Intelligence (or Emotional Quotient EQ) (self-awareness, self-management, social awareness, and relationship management) & why it is critical in order to be successful in the workplace today.

Learning Outcomes

1. Define the four elements of emotional intelligence
2. The importance of using emotional intelligence in the workplace
3. Unlike IQ, understanding how emotional intelligence can be developed in order to enhance interpersonal and career success using specific strategies
4. Explore strategies to improve their emotional intelligence in order to improve overall communication effectiveness

About the Guest:

Gina Willoughby is a master facilitator, keynote speaker, executive coach and an organizational development expert. Click here to read more.

Reverse Engineer Your Job Search

As a Sourcer, I find candidates in many different areas, from job boards, social media, networking events, and yes, even dating sites to fill a position. I find candidates who have met the qualifications and getting their contact information to talk to them where I found them and mention about the job. Sourcers find the talent, evaluate, and forward the information to their team.

For job seekers, they either apply for the job on the website or ask their friends and family to have an idea what the working atmosphere is like. Click here to read more.

5 Simple Ways to Improve EQ

Undoubtedly, being familiar with EQ as HR professionals enables us to hire better candidates, but did you know that EQ can change over time? You can improve EQ or watch it dwindle, depending on how self-aware you are and much effort you put into developing it. With this in mind, it’s not only possible to prime employees for success and leadership roles by helping them improve their EQ, but we can also become more effective in our own positions by increasing our personal EQ. While there are many ways to do so, the five outlined below are some of the easiest to implement. Click here to read more.

Emotional Intelligence: What is EQ and Why It Matters in HR

emotional intelligence
Emotional Intelligence, EQ for short, and also called emotional quotient is often compared to IQ, or one’s ability to assimilate information. It’s something most people have at least heard about, and as HR professionals, we’re also likely to recognize when a person has, or doesn’t have it.  Beyond that, however, it can seem like it’s an intangible feeling we get while interacting with someone. Believe it or not, EQ can actually be tested, and you might be surprised at how big of an impact it has on performance.

How to Identify Emotional Intelligence (EQ)

When people can identify emotions in others and can react in an empathetic way, they’re said to have high EQ. Click here to read more.