A.R. Mazzotta - Connecticut Employment Specialists

If 2011 was the year of social media, 2012 will be “The Year of the Mobile Platform.”

This is just one of the predictions made by Dr. John Sullivan, a highly respected thought leader in HR.  By the end of this year, Sullivan predicts that mobile technology will have become the dominant communications and interaction platform in use by leading-edge companies.  As such, talent management leaders should invest in recruiting initiatives that leverage smartphone and tablet technology.

What else is in store for 2012?  Here is an overview of the top staffing, recruiting and talent management trends – and how your staffing partner can help you capitalize on them:

Unemployment will remain high. Dr. Ira Wolfe, author of The Perfect Labor Storm 2.0, predicts that we will continue to experience relatively high unemployment for as much as 10 years.  While this may lead you to assume that you won’t need a staffing service to recruit top talent, that’s not necessarily the case.  Wolf says that despite high unemployment rates, employers are finding it increasingly difficult to find people with the mix of hard and soft skills they need.

• How your staffing service can help:  Beyond matching traditional skills, work with your provider to identify the soft skills (the ability to fit in, work collaboratively, etc.) needed for success in your available position.  Your staffing firm can leverage its network of specialized experts to pinpoint candidates with the skills, traits and experience to thrive in your environment – all while saving you time and money.

Workers will continue to move away from long-term employment with one company. Experts predict that contract, part-time and other non-traditional employment arrangements will increase, due to the recession and increased life span.  Gen X workers do not subscribe to the notion that you have to sit at a desk to work, so they’re much more receptive to contract and remote work.

• How your staffing service can help:  Work with your staffing partner to shift your thinking about how work gets done in your company.  With non-traditional employment arrangements becoming the norm, top talent is now more receptive than ever to shorter-term, project-based work.   Your staffing partner can show you the most cost-effective ways to use temporary and contract staffing to accomplish your goals.

Retention issues will increase dramatically.  Because most corporate retention programs have been so severely degraded, Sullivan predicts that turnover rates in high-demand occupations will increase by 25% this year.  In fact, retention could turn out to be the highest economic impact area in all of talent management.

• How your staffing service can help:  Work with a staffing provider that treats its employees well.  The better a staffing firm treats its employees, the better those employees will perform for you – and the more likely they’ll be to stay on through the assignment’s duration.  To reward and retain our employees, A.R. Mazzotta provides its temporary and contract employees with a benefit program that includes paid holidays and a Paid Time Off (PTO) plan.

Contact A.R. Mazzotta to discuss how these staffing trends will impact your business.  With over 40 years of experience serving Connecticut businesses, we can help you develop a strategic, proactive workforce strategy that helps you capitalize on these changes.

Employee call-offs could cost you more than ever.

Connecticut’s new Sick Leave Law, Public Act No. 11-52, went into effect January 1, 2012.  According to the Connecticut Business & Industry Association, the new law requires affected businesses to provide a minimum of one hour paid leave for every 40 hours an employee works, accruing a maximum of 40 hours per year– regardless of the employers’ financial resources or business demands.

Will Your Company Be Impacted by this New Legislation?

Possibly.  This new mandate applies to businesses with 50 or more employees, excluding manufacturers and certain nonprofits.  The law covers “service workers” as defined by the legislation in a list of more than 60 job titles and functions.

Don’t be fooled by the term “service workers” – office positions such as administrative assistant, data entry, general office clerk, computer operator and receptionist are all included in this category.  For more information on how this legislation may impact your business, follow this link.

Not interested in this hit to your bottom line?  Consider making use of temporary employees or payroll transfer services.

Temporary employees are exempt from Connecticut’s Sick Leave Act.  The law does not require covered employers to provide paid sick leave to temporary workers or non-hourly employees such as salaried professionals.  Furthermore, if a contingent or payrolled employee calls in sick or requests medical leave, the staffing service – his employer of record – is responsible for addressing his compensation and benefits.

If you are considering using temporary or contract workers, make sure your staffing provider offers them a reasonable benefits program.  Why?  The better a staffing firm treats their employees, the better those employees will perform for you throughout the assignment’s duration.   A.R. Mazzotta values temporary and contract employee’s contribution to business.  As such, it rewards its temporary and contract employees with a benefit program that includes paid holidays and a Paid Time Off (PTO) plan.  Paid Time Off can be used for a variety of reasons such as vacation or sick days.

To determine if staffing services might help control your employment-related expenses (especially in light of this new legislation), contact A.R. Mazzotta to schedule a free workforce consultation.   Together, we can examine your workflow processes and identify non-core, repetitive, project-based or intermittent work which could be more cost-effectively performed by temporary or contract employees.

When it comes to onboarding, you never get a second chance to make a first impression.

The way you welcome a new hire sets the tone for his entire work experience with you.  The more positive his initial encounters, the more welcomed and prepared he will feel in his new role.  This, in turn, will give him the confidence and resources needed to quickly make a positive impact within your company (which is why you hired him in the first place, right?).

Beyond an employee’s first days with your organization, effective onboarding can also have positive long-term effects on your organization – lowering turnover, improving employee satisfaction and even smoothing operating functions.

So get ready to roll out the red carpet with your next new hire.  Use these tips to make him feel welcomed, valued and prepared to hit the ground running:

• Welcome a new employee with a letter. Before the individual’s first day, send a friendly and informative letter to welcome him and review his first day’s schedule, helpful tips for parking, details about to whom he should report, etc.  Alternately, you can post new employee schedules, materials, benefits forms and a FAQ on your company Intranet, and make it accessible from a link in a welcome e-mail.
• Prepare a corporate “family tree.” Familiarize new hires with your company’s “who’s who.”  You can make photos, names and job titles available on your company’s Intranet, or maintain a simple bulletin board with the same info to facilitate the getting-to-know-you process.
• Pre-orient existing staff members. Provide employees with your new employee’s résumé and job description before he starts.  Advise each team member to conduct a meeting with the new hire in which he shares a description of his own position, reviews the ways their roles interact and covers how they might work together in the future.
• Approach the process from the employee’s point of view. The onboarding process can be complex and overwhelming for your new hire.  To keep your new team member feeling valued, try to create orientation procedures that make the process fun, interesting and as painless as possible.
• Provide and review a written plan of employee objectives and responsibilities. This step will eliminate confusion about job functions and will open the floor to discuss concerns or new opportunities.
• Give the new employee your undivided attention. Be careful not to let e-mails, phone calls, or other employees distract you during orientation sessions, because this sends the unintended message that the new hire is not worth your time – a real morale-killer.
• Make day one personal. Prioritize interpersonal relationships with key colleagues as soon as your new employee starts.  Make sure you welcome the whole person – not just a set of job functions – from the outset, and you’ll be sure to make a great first impression.

A.R. Mazzotta works to make new employee transitions as successful and simple as possible.  Our stringent screening process ensures that the candidates we refer (whether temporary or direct) have the skills, experience and traits necessary to integrate seamlessly with your existing workforce.  Contact us today to learn more about our staffing services for Connecticut employers.

In an age when technologies like e-mail and mobile devices have made managers more self-sufficient than ever, and companies are under tremendous pressure to cut costs and reduce head count, how could I responsibly recommend adding administrative personnel to your organization?

Well, quite simply, administrative assistants make good business sense.

In a recent Harvard Business Review article entitled “The Case for Executive Assistants,” author Melba J. Duncan justifies the true value an assistant can deliver.  She argues that the average company has actually gone too far in cutting back on administrative help, and that – beyond merely writing business letters and scheduling meetings – a skilled executive assistant can:

• boost productivity and free you to focus on your top priorities;
• assist in on-boarding new managers;
• provide reverse mentoring;
• and act as the air traffic controller of an office, particularly for managers who travel frequently.

Not every manager (particularly younger managers, who’ve grown up with technology that’s increased their self-sufficiency), however, knows how to make good use of an assistant.  So if and when you decide to add this valuable resource to your staff, remember these suggestions maximize his effectiveness:

• Develop a checklist of responsibilities. Consider tasks that could be shifted from higher level employees and add in new tasks that are important, but not currently being carried out.  If several people are sharing the resources of your new assistant, be sure to clearly establish how he should allocate work time, to whom he should report, etc.
• Properly introduce and orient your assistant. Let your colleagues know that your assistant speaks and acts for you (or your work team/department).
• Don’t be afraid to delegate. If you hire intelligently, you should trust your assistant to figure out how to do the things you need accomplished.
• Have your assistant attend important meetings.  This will facilitate his understanding of the issues facing your staff or department and help him to be viewed as an important contributor.
• Offer training. Technology and managerial training may help your assistant fill his changing role effectively – while making him a more valuable team member.
• Keep the lines of communication open. Make it easy for your assistant stay in touch with you, and let him know your preferred methods of communication.  When delegating and giving instructions, be sure they are clear and precise.  And since communication is a two-way street, listen to your assistant.  Because he plays such a central role, he may be privy to vital information that you don’t readily have access to.
• Show him your appreciation for a job well done. Your assistant’s job is to help you be more successful in yours.  Don’t forget to thank him when he’s made your job easier or helped you look good.

Let A.R. Mazzotta Find You the Perfect Administrative or Executive Assistant

Surprisingly, hiring the ideal executive assistant can actually be more difficult than filling other management jobs.  A.R. Mazzotta can make the search quicker, easier and more cost-effective.

We know that personal chemistry between you and your assistant is paramount to long-term success.  To that end, we will work diligently to learn the key traits and skills you require, as well as your company’s culture, business philosophy, values and goals – and then find you the perfect assistant.  Contact us today to get started.

Hunches.  First impressions.  Simple intuition.

Whatever you call them, an interviewer’s snap decisions are critical when it comes to your job search.  Are you doing everything you can to create a great first impression?  You should make it a priority – because the simple truth is, an interviewer sizes up you and your abilities within the first few minutes of meeting you.  And the more experienced he is, the more likely he is to draw conclusions about you based on limited information.

Fair or unfair, a potential employer is heavily influenced by first impressions, or what his experience tells him are “pivotal moments” in his interaction with you.  So to land the job you want, use these tips to make his snap decisions work in your favor:

Do your homework. Spend a good amount of time before the interview date researching the employer.  Their company website is a great place to start.  Don’t just skim through the information – really read it.  Find out everything you can about the organization’s history, mission, lines of business and key personnel.

Next, Google the company and find out what others have written or said about them.  Check newspapers, business magazines or other reputable sources to further educate yourself.  When you finally head into your interview, you’ll have an additional level of knowledge and confidence that will shine through – and keep from looking like a “deer in the headlights” if the interviewer asks you to tell him what you know about the company.

Remember that actions speak louder than words. The nonverbal cues you send from the moment you walk into an interview are scrutinized.  Pay careful attention to your posture, handshake and eye contact to create a positive first impression.

Come prepared. Put yourself in the interviewer’s shoes.  What would you think of a candidate who had to ask for a pen, or who rifled through a cluttered briefcase to dig out a wrinkled résumé?  Have a crisp copy of your résumé and references, a pen and notepad for notes, and your portfolio (if applicable) organized and ready to go.  Doing so will allow you to hit the ground running and immediately focus on the interviewer.

Avoid common interview mistakes. To succeed in your job search, you need to back up your skills and experience with a first impression that leaves no doubt that you’re the right person for the job.  Arrogance and sloppy attire are mistakes you simply cannot afford to make.  Be confident, but make sure you’re not cocky.  Overconfidence could be misconstrued as indifference – suggesting you could take or leave a job offer.  Similarly, you should dress for interview success.  Failure to do so could convey that you don’t really care about the job opportunity enough to dress appropriately.

Ask only relevant questions. Show the interviewer that you’ve done your homework by preparing a few questions pertinent to the job or the company (use the research you’ve conducted to help you generate ideas).  If they’re answered during the course of the interview, don’t feel pressured to make up new ones on the spot.  Throw-away questions won’t impress an interviewer – they’ll only end the conversation on a down note.

Thank the interviewer. Expressing thanks is one of those “pivotal moments” an interviewer may hang his hat on.  So without fail, thank the interviewer for his time both at the beginning and the end of your conversation.  Tell him that you’re excited about the opportunity.  Positive emotion and good manners go a long way toward creating a lasting favorable impression.

Ask for the job. Good salespeople ask for the sale; good job seekers should ask for the job.  Beyond thanking the interviewer, say, “I would really love to work here.”  This sounds simple, but so many candidates fail to do it!

Land Your Dream Job with A.R. Mazzotta Employment Specialists

As a leading Connecticut staffing and placement firm, we match job seekers like you with rewarding employment opportunities every day.  Contact us today to learn about temporary, temp-to-hire and direct hire employment opportunities for Connecticut job seekers.

Recruiting technology is changing at breakneck speed.  Is your company keeping pace?

Up until a few years ago, job boards were the “latest and greatest” way to connect with job seekers.  The advent of smart phones, free online video technology and social media, however, has created yet another paradigm shift in recruiting.

While job boards should remain part of your recruiting mix, consider incorporating the following emerging media to attract and recruit the best talent:

Remote Interviews

Online interview technology has revolutionized the hiring process.  This cost-effective tool allows you to rapidly connect with viable candidates anywhere, while greatly simplifying interviewing logistics.  Instead of spending valuable time and money on travel, you can now use services like Skype and TokBox to virtually meet applicants and determine their potential early on in the recruiting process.

Mobile Technology

According to statistics from Pew Research Center, 83 percent of Americans own cell phones.  Nearly half of them (44 percent) use their mobile devices to get access to the internet.  Leverage mobile technology to reach potential job seekers anytime, anywhere by sending text alerts about your job openings and recruiting events.  Additionally, you may want to consider making your website more “smart phone friendly,” so that it facilitates the job search and application processes.

Video

Digital video enables you to get your company’s message across like no social media tool can.  By allowing candidates to literally see and hear what the true employee experience is like, video offers a powerful way to influence and engage potential candidates:

• Use online videos to enrich your online job postings.
• Add video clips of your offices, production facilities, etc.
• Interview current employees about what it’s like working for your organization.
• Demonstrate ways you take care of your employees, work for the greater good and/or stay on the cutting edge of your industry.

To ensure your videos are viewed, add them to your homepage, job postings and social media, or use QR codes to direct job seekers to them.

Twitter

Twitter can help you contact candidates in real time by instantly broadcasting or “tweeting” available jobs.  If you have a Twitter account:

• Search for relevant hashtags that qualified candidates might be using and integrate them into your tweets.  Tools like Search.Twitter.com, Twubs and Tagalus can help you identify hashtags your target candidates may be using.
• Shout out new job listings.  Services like jobshouts.com and jobamatic.com allow you to automatically feed new job listings to your Twitter account.  You can even add custom prefixes and hashtags to make the content more user-friendly and searchable.

Recruiting technology will continue to evolve at a rapid pace. If, like many employers, you find this rate of change intimidating, remember that you don’t have to go it alone. As a leading Connecticut employment agency with over 40 years of experience, A.R. Mazzotta can help you win the war for talent.

With offices in Westbrook, Middletown and Wallingford, we are strategically located to provide you with the most highly-qualified and trained professionals available throughout Connecticut. Contact us today!

Earlier this year, President Obama signed an executive order creating an initiative to “promote the federal workplace as a model of equal opportunity, diversity and inclusion.”  While this order applies specifically to the federal government as an employer, it drives home the importance of workplace diversity for all American organizations.

Promoting diversity in the workplace is vital for a number of reasons:

• It helps organizations actively identify and remove barriers to equal opportunities in all aspects of employment, including recruiting, hiring, promoting, retaining and developing professionals.
• It improves workplace cultures and team performance, by helping employees and managers alike to overcome long-held stereotypes and misconceptions.
• It encourages employers to develop and retain diverse, competitive workforces that draw on the talents of all parts of our society.

But while today’s typical workplace may be generally more welcoming and accepting than one of generations past, many employers and workers still struggle with issues of diversity and tolerance.  For a variety of reasons, employees still feel excluded from certain occupations – regardless of their qualifications and experience.

The harsh reality?  Discrimination on the job occurs every day.  Factors such as age, race, gender, sexual preference and religious affiliation still influence recruiting, hiring, promotion and daily interaction in the workplace.  The good news is, you have the power to change this reality.  In addition to providing diversity training for your employees, use these ideas to help improve and promote diversity in your workplace:

Formalize anti-discrimination policies. Make it clear to all employees that discriminatory hiring, promotion and other practices will not be tolerated.  If you haven’t already, formally introduce, implement, enforce and update clear anti-discrimination policies.  Countless resources are available online, such as the U.S. Small Business Administration’s website.  Their site provides guidance to help you add anti-discrimination policies to your employee handbook.

Establish responsibility and accountability. Diversity promotion and training usually falls to HR.  If no such department exists, create a committee to help implement the policy you develop.  Encourage members to continually develop new ideas on how to attract more diversity to your company.

Reach out to local organizations. Take a look at your existing workforce.  Does it resemble the communities in which you operate?  If not, develop a hiring strategy that allows for greater inclusion and representation.  Talk to community leaders from churches, cultural institutions and colleges.  Ask them to help you better connect with potential candidates who are under-represented in your workforce.

Ask employees for referrals. Your current staff may have peers in the industry or know qualified candidates who may be looking for work.  The referring peer can help your new employee more easily adjust to his new work environment, especially if he is part of an under-represented group.

Expand your reach. Appeal to a wider audience by participating in job fairs and career expos.  Make available postings more attractive to diverse job hunters by emphasizing details that will attract them.

Offer benefits that appeal to a diverse workforce. Demonstrate your willingness to hire from all segments of the workforce by offering programs such as:

• onsite daycare
• flexible work schedules
• job sharing
• childcare subsidiaries
• religious holiday accommodation
• diversity-friendly (but office appropriate) dress codes

Support new hires. As you develop a more diverse workforce, make sure the new employees you hire feel welcomed and valued.  The first few weeks can be challenging for a new employee, so do what you can to help him get acclimated.  Pair him with a mentor to help him develop new working relationships, and clearly communicate opportunities for advancement.  Show him that he has a future in your company and he’ll be much more likely to stay.

A.R. Mazzotta understands and promotes the value of diversity in the workplace.  We are certified by the State of Connecticut Supplier Diversity Program as a Women Owned Small/Minority Business Enterprise. This enables businesses utilizing our services to meet contract supplier diversity requirements as well as build stronger communities.  We are also an Affirmative Action-Equal Opportunity Employer, helping all job seekers find rewarding employment opportunities.

When it comes to the world of work, we all have to start somewhere.  Unfortunately, that “somewhere” can be an entry level job that is repetitive, tedious or even downright boring.

Let’s face it.  Not every job (especially an entry level one) is going to be highly challenging or exciting.  That’s why it’s called “work.”  But if you want to get ahead in your career, you still need to carry out your responsibilities to the best of your ability – even if your work isn’t exceptionally stimulating.

So if you’re new to the workforce, or if you’re starting over in a new line of work, make the most of your entry level job.   Use these tips to win the boredom battle, so you can stay focused and productive:

Tell your supervisor. While it’s unadvisable to whine about how boring your job is, it’s perfectly acceptable to ask your manager for more work.  If you are working in a direct position, tell your boss that you are ready for more responsibility.  He may appreciate your honesty and efficiency and reward you with a more challenging set of tasks.  He may also allow you to trade duties with colleagues, so you both get a break from the monotony.

If you are working with A.R. Mazzotta on a temporary or contract assignment, speak directly with your staffing supervisor.  He can look for future assignments that build on the experience you’re gaining.

Volunteer for tasks unrelated to your job. Offer to help plan the company office party or sign-up for another social committee.  You’ll not only keep yourself busy, you’ll also network, show-off your organizational skills and establish your reputation as a team player and natural leader.

Change your outlook – literally. One of the easiest ways to freshen your perspective on the job is by asking your supervisor for a new desk, office or cube to call home.  If you can’t change your location, see if you can change how your desk is oriented.  Even a small change can brighten your outlook and renew your enthusiasm for your work.

Take initiative. If you’ve finished your work and need something to do, take a look around the office and see what needs to be done.  Ask co-workers if they could use a hand.  Find out what’s on your supervisor’s To Do list (it’s probably a long one) and see if you could tackle a project for him.  Don’t wait for challenge to come to you.  Be proactive.  Demonstrate your willingness to work and desire for challenge, and chances are you will be rewarded.

Take a power break. When boredom threatens to overwhelm you, fight back by using your breaks intelligently.  Though you may be tempted to surf the Internet or play solitaire, use your time more contructively.  Clean up your desk, invite a colleague for a cup of coffee to discuss a new idea, or brainstorm a list of ways to improve your department.  The more intelligently you use your break time, the sooner you’ll move on to a more challenging job.

Stay positive and give your best effort. Remember, nearly everyone has been in your shoes at one point or another.  Yes, your work may be menial now, but try to make the most of the opportunities it presents you to help develop your skills, increase your knowledge base and build your network.  If you always give your best effort and focus on staying positive, you can effectively keep boredom at bay.

Looking for more variety, responsibility or challenge?  Give A.R. Mazzotta a call.

Working as a temporary employee provides constant variety.  As an A.R. Mazzotta employee, we can provide you with a wide range of temporary assignments with Connecticut’s best employers – delivering the opportunity and challenge you desire.  If you’re bored in your work and could use a change, give us a call today.

Feel like fall is passing by too quickly?

There’s good reason.  Across Connecticut, retailers are already setting up their holiday displays, priming consumers to begin their seasonal spending just a little bit earlier.  Despite a flagging recovery, the National Retail Federation still predicts a holiday spending increase of 2.8% (slightly higher than the 10-year average), which means that consumers will indeed be opening their wallets this year.

But as you know, the holiday rush is not limited to retailers.  For companies that deal in manufacturing, hospitality, shipping/delivery, customer service, travel and even finance, the end of the year can be an extremely busy – if not the busiest – time of year.

So although we’ve not yet reached fall’s midpoint, it’s time to gear up if you anticipate a need for seasonal help this year.  Use this list of tips to find the best seasonal employees and get the best results from them:

Find the Best

Bring back your superstars. Start by contacting your best holiday workers from last year.  If you used a staffing service last season, you can even request specific temporary employees again.  Because they’ve already proven themselves on the job, and understand your company and its workflow processes, these workers are the smartest choice.

Consider a variety of sources. If you will be recruiting on your own, cast a wide net to develop your applicant pool.  Sources of potential seasonal employees include job fairs, classified ads, online job sites, social media (Facebook, Twitter, etc.) and referrals from current employees.

Partner with a staffing service. Because they maintain databases of highly skilled candidates who are ready to work, a staffing service can quickly supply the temporary help you need to closely match your fluctuating demand.  As an added benefit, a staffing firm handles all the recruiting, interviewing and background checks you require, so you can stay focused on your most important priorities.  To get the best results, invite the staffing representative to your work location.  Give him a tour of your site, so he can develop a first-hand picture of your exact staff requirements.

Offer competitive pay. Make sure you attract top performers by paying at or above competitors’ rates.  During your busy season, you need high quality supplemental staff who can learn quickly, perform consistently and ultimately increase productivity – so it’s worth it to pay a little more for the right people.

Manage for Success

Start off on the right foot. The seasonal rush can be hard and stressful on everyone – especially workers who are new to your company.  Get everyone on your staff (direct, seasonal and/or temporary employees) together for a pre-rush kick-off to let them know how much they are appreciated.  Use this opportunity to orient and introduce new employees, wrapping up with a formal tour and review of company policies.

Provide adequate training. Although it’s time-consuming, be sure to give seasonal employees the training they need to succeed.  They may only be working for you for a short time, but their performance is no less important to your company’s success.  After an initial orientation, pair each supplemental worker with a permanent employee for practical training and support during the learning curve.  Ultimately, well-trained workers will be more independent, productive and less likely to make costly mistakes.

Closely monitor initial performance. During your busy season, you shouldn’t tolerate – and can’t afford – mediocre performance.  If a seasonal worker isn’t living up to your standards, replace him.  Staffing services provide a distinct advantage in this respect, because most offer replacement guarantees on their temporary workers.  If the assigned employee does not perform as expected within an initial time period, the staffing service will provide a replacement, free of charge.

Consider completion bonuses. Dealing with high turnover during a critical time can disrupt workflow, waste valuable time and potentially cost you customers.  Encourage seasonal workers to stay for the duration of your busy season by offering a cash incentive or gift card for completion.

Plan for Seasonal Staffing Success – This Year and Next

The holiday season is already ramping up, and A.R. Mazzotta is ready to answer your call.  Throughout Connecticut, we deliver the clerical/administrative, light industrial, technical and professional staff our clients need to thrive during their busiest time of year.

Successful seasonal staffing requires careful planning, so learn what you can from this year.  As you progress through the next few months, take notes on what works and what doesn’t.  Keep records of what types and how much supplemental staff you require, so you can refer to this information next year.  Mark your 2012 calendar with dates to begin recruiting early and/or meet with A.R. Mazzotta to plan your seasonal staffing needs.

If you’re a Connecticut employer who checks candidates’ credit as a part of your screening process, you may be breaking the law.

On July 13, Connecticut’s Governor signed S.B. 361 into law.  It went into effect just a few days ago, on October 1, 2011.  This new law bars mandatory consent to credit checks by employees and applicants for all but a few types of employers.  Since then, California has also banned most employers from running credit checks on job applicants, and at least five more states are also considering similar bans.

What does Connecticut’s new credit screening law mean for your business?

In a nutshell, the law (PA 11-223) prohibits most employers from using credit reports in making hiring and employment decisions regarding existing employees or job applicants.  Major exceptions to the law are:

• financial institutions as defined under law;
• credit reports required to be obtained by employers by law;
• credit reports that are “substantially related to the employee’s current or potential job.”

“Substantially related” reports are allowable only if the position:

• is a managerial position that involves setting the direction or control of a business, division, unit or an agency of a business;
• involves access to personal or financial information of customers, employees or the employer, other than information customarily provided in a retail transaction;
• involves a fiduciary responsibility to the employer, as defined under the law;
• provides an expense account or corporate debit or credit card;
• provides access to certain confidential or proprietary business information, as defined under the law; or
• involves access to the employer’s nonfinancial assets valued at $2,005 or more, including, but not limited to, museum and library collections and to prescription drugs and other pharmaceuticals.

Although the use of credit checks as an employment screening tool has grown over the past several years (with some 60 percent of employers using credit reports for some or all of their background checks), this practice will now be illegal for most employers.  In the future, it will be interesting to see if and how this ban will help people with financial problems find employment.

What is your take on our new credit screening law?  Will it affect the way you screen and hire candidates?  We at A.R. Mazzotta would like to know.  Please leave your comments below.