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TA Tech Business NewZ

Curated Intel from the Talent Tech Industry

August 23-29, 2021:

• New research on high-volume hiring reveals broad misconceptions and bad practices;

• The U.S. 11th Circuit Court of Appeals provides relief to businesses facing website accessibility lawsuits;

• Telling job applicants the odds of success is a small first step toward recruiting honesty;

• Judge says California gig-economy law is unenforceable; and

• The UK will “diverge” from key parts of the EU’s General Data Protection Regulation (GDPR).


• An educated consumer is your best customer. Urge your customers to take the TAtech Learning & Certification Program in Talent Technology Implementation Management so they can successfully adopt and use (and then recommend) your products.

New Research on High-Volume Hiring Reveals Broad Misconceptions and Bad Practices

High-volume hiring is a critical area of talent acquisition that is too often misunderstood. Companies face unique pressures when it comes to this segment of recruiting that require different strategies and solutions. According to Aptitude Research, 65% of companies have high-volume recruitment needs today. And as hiring ramps up and organizations look to scale, this percentage will likely increase. And unlike in traditional corporate hiring, high-volume needs are extremely time-sensitive with speed defining success. What’s more, over the past year, high-volume hiring intensified as many companies were forced to reduce time to fill from several weeks to several days. Unfortunately, though, the result was usually time-consuming and ineffective.

Original Source

Limited-Use Website Isn’t Place of Public Accommodation

In a much-anticipated decision, the U.S. 11th Circuit Court of Appeals recently provided relief to businesses facing website accessibility lawsuits filed by serial litigants. Juan Carlos Gil, who is blind, has filed numerous website accessibility lawsuits against various business and government entities—some 175 pieces of litigation in South Florida alone, according to the Palm Beach Post. As a visually impaired individual, he claims he is unable to access the entities’ websites, which he contends violates Title III of the Americans with Disabilities Act (ADA). Gil sued a Winn-Dixie grocery store in July 2016 alleging he couldn’t use its website to refill his prescriptions or link online coupons to his store card because the site was incompatible with the screen-reading software he used. A lower court ruled in his favor and required the store chain to conform its website to Web Content Accessibility Guidelines (WCAG) 2.0 Level AA, a privately developed set of accessibility criteria. [However], in overturning the lower court’s decision, the 11th Circuit found “websites are not places of public accommodation under Title III of the ADA.” The appeals court said Winn-Dixie’s website wasn’t operating as an “intangible barrier” to accessing its physical stores’ goods, services, privileges, or advantages.

Original Source

Tell Job Applicants The Odds Of Success – A Small First Step Toward Recruiting Honesty

Like most corporations, Google keeps its outrageous odds of success a secret. In fact, almost every other firm keeps their applicant success ratio a secret. So, most applicants have no way of knowing that their chances of getting a job are often extremely small (Note: reports that the average success ratio can in some years be as high as 250 to 1). Unfortunately, in a corporate world that is increasingly advocating transparency. No one in corporate recruiting seems willing to reveal precisely why employers keep our job applicants in the dark about their realistic chances of getting the job that they seek. I find this failure to provide information to be the most common, cruel, and impactful “lie” in recruiting (assuming that omitting valuable information is a lie).

Original Source

Judge Says California Gig-Economy Law Is Unenforceable

California voters approved Proposition 22 in November 2020, allowing gig-economy companies to classify app-based ride-hailing and delivery drivers as independent contractors if certain criteria are met. On Aug. 20, a state judge said the law is unconstitutional and unenforceable. California uses a three-pronged "ABC" test to determine worker classification. The stringent test renders most workers employees unless their jobs fall under an exception. Proposition 22 allows app-based companies to continue to classify drivers as independent contractors, so long as they provide drivers with certain benefits and develop anti-discrimination and sexual-harassment policies. The measure was supported by prominent ride-hailing and food delivery services, including Uber, Lyft and DoorDash. The state judge, however, said that Proposition 22 limits the California Legislature's authority and ability to make future amendments to the law.

Original Source

The UK is changing its data laws to boost its digital economy

Britain will diverge from EU data laws that have been criticised as being overly strict and driving investment and innovation out of Europe. Culture Secretary Oliver Dowden has confirmed the UK Government’s intention to diverge from key parts of the infamous General Data Protection Regulation (GDPR). Estimates suggest there is as much as £11 billion worth of trade that goes unrealised around the world due to barriers associated with data transfers “Now that we have left the EU, I’m determined to seize the opportunity by developing a world-leading data policy that will deliver a Brexit dividend for individuals and businesses across the UK,” said Dowden.

Original Source

An Educated Consumer Is Your Best Customer

The TAtech Learning & Certification Program in Talent Technology Implementation Management is the only self-paced educational curriculum in the world designed to promote effective talent technology transfer from developers to users. It provides HR and TA leaders and professionals with the skills and knowledge necessary to successfully onboard technology-based talent acquisition products. They will learn the support requirements, practices, communications and interactions that will enable them to achieve their organization’s desired improvements in recruiting operations (as measured by KPIs) and expected return on investment (ROI). And, they will be able to earn a new and valuable credential that will set them apart from others in their field and advance their career.

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