Insights

2019 Regulation Changes and In-House Executive Search

Posted by Reed Flesher

Similarly to business, recruiting and hiring are both subject to many regulations that dictate how processes must be carried out within a company. Regulations can come from the federal government or from state and local governments—and while generally, these three do not contradict each other, the regulations at each level can differ. Furthermore, regulations change frequently.

In 2019, it’s important to be aware of new changes on the horizon in order to steer clear of unintended violations.

The Current State of Recruiting Regulations

While the current federal administration tries to roll back regulations on businesses, some state and local governments may be adding more regulations that could make recruiting more difficult. While the federal minimum wage has not changed, for example, many states and municipalities are moving to increase their minimum wages. This could impact your recruiting efforts and ability to hire the number of people needed.

Regulations typically cover a few different areas. Discrimination against anyone because of gender, race, disability, or a few other factors is not allowed. There are regulations related to salaries and benefits that must be offered, about working conditions or hours worked, and about how employees must treat each other while on the job. Keeping track of all these regulations and changes that occur can be difficult and time-consuming. In-house executive search teams need to know what these regulations are and how they can comply with them so that they don’t cost their companies valuable time and money as fines are often involved when violations occur.

One way to ensure that your team complies with regulations is to get expert help along the way. The company may have retained legal counsel, which could be a resource for your team’s regulatory compliance during searches. You can send policies and documents to this legal counsel for review or run ideas by them to make sure you’re not doing anything wrong.

If your company doesn’t have legal counsel, or more likely, the company’s legal counsel doesn’t have the availability to help you with these things, you can get HR training for one or more members of your team so that you have representation that knows about regulations.

Regulations That Require Tracking

Another area in which regulations could have an impact is in record-keeping. Regulations about which records must be kept and for how long could require companies to track many aspects of their executive recruiting process that they may not currently be tracking. Updating what your team tracks in 2019 is a wise move, whether or not regulatory changes affect your hiring process.

Thrive TRM offers tracking features that can help in-house executive search teams track many aspects of their search process, including how many candidates are interviewed, what their qualifications are, and how many interviews they had with your team. This data can help to show that your team is in compliance with regulations like non-discrimination and diversity requirements. Still, a great resolution for 2019 would be to review applicable employment regulations and to educate all of your in-house executive search team members on how best to follow them.

Thrive TRM also has many other features that will make the executive search process smoother and easier for your in-house executive search team. These efficiencies can save time and money that may be needed to train employees or gather data to comply with regulations. Contact us to learn more about how Thrive TRM can revolutionize your process.

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