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It’s understandable that some employers might be leery about hiring recovering addicts. After all, if a person’s struggles with drugs or alcohol become overwhelming enough that they had to seek help, who’s to say those struggles won’t return someday?

Nationwide, the unemployment rate is currently under four percent. With much fewer people looking for work, many employers are struggling to find and attract quality job candidates for open positions.

It’s just a fact: Sometimes, people lie on their résumés. Almost half of workers (46 percent) polled in one study we found said they know someone who included false information on a resume. Maybe you know someone who has done it. Maybe you’ve even done it yourself!

We don’t have to tell you why it’s important to drug-test employees and job candidates: Drug abuse and addiction at work can have severe consequences for your business. It can open your organization to potential lawsuits and damages or even lead to workplace fraud, theft, or violence.

Every year, tens of thousands of employment discrimination lawsuits are filed across the United States, resulting in a lot of hefty fines from the Equal Employment Opportunity Commission (EEOC).

April is National Records and Information Management Month! National Records and Information Management Month was started in 2002 to promote good record keeping and information management and to emphasize the importance of maintaining organized records.

Seemingly every day, social media becomes a bigger piece of the hiring process. Social media platforms such as LinkedIn provide large, professional networks that can help job seekers find the perfect position and help employers narrow down their recruiting search.

It’s common for hiring managers to be a little nervous about how a job interview will go. Just as a job candidate wants to present him- or herself in the best possible light, a good hiring manager always wants to put the company’s best foot forward in an interview, too.

Terminating someone’s employment is always stressful, no matter how bad the fit may be for your business. But some employees take these stressful situations to a dangerous—even violent—place.

The conventional wisdom can only get you so far in the hiring process. Past a certain point, it can actually get in your way. Here’s why: Conventional wisdom often contains a lot of mythology, and these myths or mistaken beliefs then begin to drive our decision making.

Employers can’t be too careful these days. Workplace accidents and criminality can expose businesses to serious liabilities that can shut a company down virtually overnight. Often, all it takes is one rogue employee to ruin a business’ reputation.

Not all pre-employment screening providers are created equal. Some provide the bare minimum service they can get away with and are prone to serious errors and problems that can delay the hiring process indefinitely.