MBI Worldwide Named to
DiversityBusiness.com's
2013 Top 100 Businesses

This year marks DiversityBusiness.com's 13th annual listing of the nations top businesses. Over 1.3 million businesses participated in this year's program. The "Top Businesses" are determined by a selection committee, which evaluates the eligibility for all submissions in each award categories. The selection committee bases their decision on an extensive set of criteria which include: reviewing each entrant's business profile, website and gross annual sales submitted. The businesses selected on these prestigious lists have become highly coveted among corporations, government agencies and educational institutions who desire to increase opportunities with privately held businesses.

Kandi Chapman, President and Owner of MBI Worldwide, Inc. stated "I am honored that MBI Worldwide, Inc. has been selected by DiversityBusiness.com to receive this award. The success and phenomenal growth of our company is due to an outstanding team of diverse employees that continually break through the ceiling of this industry's expectations, providing our clients with knowledgeable relationships, great customer service, honesty and integrity." She continues by saying, "As a woman business owner, it is both humbling and exciting to receive this prestigious award, placing MBI Worldwide in the Top 100 Business, and providing national recognition of MBI's success in a very competitive industry."

For the complete list of winning companies, please visit: http://www.diversitybusiness.com/businessawards/

Andrea Allen
MBI Worldwide

Inside This Issue:

Human Resource Articles of Interest:

Background Screening Articles:

• Navigating the U.S. Employment-based Immigration System
• OFCCP Issues Guidance on Use of Criminal Records in Employment Decisions

HUMAN RESOURCE ARTICLES OF INTEREST

Onboarding and The Bottom Line

An excellent onboarding process has a real, positive impact on a business's
bottom line, according to new research*.

A report by Aberdeen examined the use, experiences, and intentions of enterprises using strategic onboarding initiatives. It defined those enterprises that constituted the top 20% of aggregate performance scorers as 'best-in-class'. They were defined by key performance criteria:

• Those companies where 91% of employees were retained, compared with 70% industry average
  
• Those companies where 62% of employees hired in the previous year met first performance milestones on time, compared with 29% industry average
  
• Those companies that registered a 33% year-on-year improvement in hiring manager satisfaction, compared with 11% industry average

The 10 Social Tools You Need

Ever since the likes of Facebook and Twitter burst onto the scene, there has been much discussion over who has ownership of these: is it IT, marketing or corporate communications? To a large extent, though, HR has been left out. The time has come for HR to assert itself when it comes to these so-called "disruptive technologies." "With their bias towards people and collaboration, they offer strategic HR leaders an opportunity to take ownership and demonstrate the deep business value HR can bring. Workplace applications of collaborative social tools are becoming far more explicit and, coupled with the rise in more enterprise-orientated platforms, are providing HR with an opportunity to add value. "Many of these tools can improve the way HR works."

The scope of their role means HR professionals ought to be among the most connected people in a company. The social revolution is one they can't afford to sit out on. "In some cases social media has been viewed as a time draw rather than something that can contribute to the business," he says. "This is because the focus has been on the social rather than the enterprise."

It is still early days for many business functions when it comes to integrating social tools into daily work routines. And Gareth Jones likens this period to the web in the late 1990s. "There was a lot of pioneering going on," he says. "Eventually the internet embedded itself into our daily life and the market produced the incredible technology that we use now."

Here is HR magazine's guide to the top 10 types of social tool for the workplace you need to know about:

Read more

BACKGROUND SCREENING NEWS

Navigating the U.S. Employment-based Immigration System

ACIP and SHRM released its 2013 primer, "Navigating the U.S. Employment-based Immigration System," available online at http://www.acip.com/2013-primer-flipbook . In it, you will find information about how the U.S. economy can be strengthened and American jobs created through reform of the employment-based immigration system, including:

• Employment-based green cards;
• H-1B and L-1 visas;
• Electronic employment verification / E-Verify;
• Processing efficiencies / Trusted Employer;
• And more, including how America measures up in the global competition for top talent, a history of legislation and glossary of key terms.

View the primer here or request a hard copy from at 703-535-6466

OFCCP Issues Guidance on Use of Criminal Records in Employment Decisions

The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has posted a Directive on "Complying with Nondiscrimination Provisions: Criminal Record Restrictions and Discrimination Based on Race and National Origin." The Directive incorporates guidance issued on the same subject by the EEOC. The OFCCP Directive and the EEOC Enforcement Guidance emphasize the racial and ethnic disparities reflected in incarceration rates and advise contractors to proceed with caution when relying on job applicants' criminal records for employment decisions. The OFCCP warns that policies and procedures that categorically exclude individuals based on criminal records and do not take into account the nature and age of an offense may violate federal antidiscrimination laws such as Title VII. The agency clarifies that this is because an automatic bar to hiring those with a criminal record will likely result in an adverse impact on certain racial or ethnic groups. If an employer's exclusion policy creates adverse impact on a protected class, it will need to prove that it is job-related and consistent with business necessity.

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