Temporary I-9 filing flexibility is finally coming to an end on July 31, 2023. Employers will have until August 30 to conduct in-person inspections of any documents that were remotely inspected during the flexibility period.
Since March 2020, in response to the COVID-19 pandemic, the U.S. Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement have allowed flexibility in the remote filing of I-9 forms.
After numerous extensions and guidance changes, employers need to be prepared to return to physical, in-person inspection and stay compliant when the flexibilities sunset in July.
Read More: Update: Remote form I-9 inspection flexibility ending | HRMorning
Related: Why now is a great time to rethink and optimize your HR strategy
Organizations across the COVID-hit world suffered over the past years from the sudden surge of voluntary departures in a phenomenon known as The Great Resignation - but a new report seems to indicate that this trend is starting to lose its steam.
A recent Qualtrics study of 3,000 employees revealed there are "signs that employees are willing to put in extra effort to shore up their security at their current job."
This comes as job security emerges as priority for employees amid an uncertain economy, defined by recent widespread layoffs, hiring freezes, and wage cuts.
Read More: Is the Great Resignation truly behind us? | HRD America (hcamag.com)
Related: Helpful Tips for Overcoming Hiring Hurdles During the “Great Resignation”
Although "The Great Resignation" is no longer dominating headlines, employers are still experiencing an array of hiring challenges. Because unemployment rates are historically low and there are more jobs than interested workers to fill them, some organizations have loosened their recruiting practices to fill open positions.
Unfortunately, a number of these selection shortcuts have resulted in bad hires, leading to higher turnover and ultimately poor organizational performance. The time, money and headaches involved have taught painful lessons about the importance of a consistent set of proven practices before making an offer of employment.
There is no question that the pandemic and its aftermath had many hiring managers living by the cliché, "desperate times call for desperate measures." The inability to fill positions in a timely manner, especially in industries hardest hit by turnover or unusually high demand, prompted a "fast track" approach to hiring where essential steps were sometimes skipped or eliminated altogether.
Steps often trimmed from the process include pre-screening interviews, probing candidates regarding significant gaps in their employment history, behavioral interview questions, in-person interviews, background and reference checking, and preemployment assessments. Most employers didn't cut every step for every hire, but many took some legal risks by electing to skip specific steps for certain candidates or positions.
Read More: Back to basics for hiring managers forced into shortcuts (dailyherald.com)
Related: The cost of bad hires and their impact on a business
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