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Leaders must do more than simply fill staffing gaps.  They need to build a strong team. Desperation hiring can cause long-term problems across the organization. When interviewing, focus on determining the candidate’s:

· Character – Does the candidate have the energy, passion, ethics and values to be effective in this role and an active member of the team?

· Capacity – Do they have the ability, experience, and understanding to perform the task of this role?

· Experience – Do their experiences and responsibilities in previous roles make them an ideal fit for the role and team?

· Skills – Consider the absolute minimum skills the candidate must have to survive in the role. Can the candidate fulfill the role during the time their education, certification and/or skills gap be developed?

Often companies start at #4 and move to #1 last.  It is important to consider that the best candidates may have more to offer than what a degree or a previous job title may indicate. It’s great to hire someone who can hit the ground running until their character damages relationships, loses customers and/or causes unforeseen costs.

As we integrate AI into our daily work, it’s important to remember that this technology is a tool designed to support you, not replace your judgment. To use AI effectively and safely, we all share a responsibility to focus on three key areas: Privacy, Bias, and Accountability.

Protecting Privacy

Everything you type into a public AI tool can become part of its permanent memory. To keep our sensitive information safe, only use company-approved platforms for work tasks. Always remove personal details or proprietary data before hitting "send" on a prompt.

Guarding Against Bias

AI learns from the internet, which means it can sometimes pick up human prejudices. If an AI-generated suggestion feels "off" or unfair—especially regarding people—trust your gut. Your unique human perspective and empathy are essential for catching mistakes a machine might overlook.

You Are the Expert

AI is great at drafting and analyzing, but you are the final editor. We value your expertise and intuition; AI is here to handle the repetitive parts of your job so you can focus on the work that requires a human touch.

Bottom Line

We’re in this together. By staying curious and cautious, we can make AI a powerful partner in our success.

E-Verify is a U.S. Department of Homeland Security (DHS) free website for businesses to determine the eligibility of their employees, both U.S. and foreign citizens. The federal government made E-Verify mandatory for public employers and federal contractors, but since then several states made it a mandatory hiring step for all or most employers.

By law, all employers are required to complete an I-9 (Employment Eligibility Verification Form) within the employee’s first three days of employment.  Then E-Verify compares information from the employee’s I-9 to data from U.S. government records, such as the Social Security Administration. If the information entered into the database matches the information and identification provided, then the employee is eligible to work in the U.S. If there’s a mismatch, E-Verify alerts the employer to resolve the mismatch within eight workdays.

E-Verify is required for all or most employers in AL, AZ, GA, FL, LA, MS, NC, SC & UT. Washington State has local or municipal laws requiring employers to use E-Verify.

E-Verify provides an additional layer of protection to ensure that your organization is hiring those eligible to work in the U.S. Using this database can also prevent fines and penalties. In the past two years, the number of administrative I-9 audits – where employers are asked to deliver their I-9 records to Immigration and Customs Enforcement (ICE) within 72 hours for inspection – have seen a steady increase.

For your last immigration tip for the day, keep those I-9s separate from an employee’s personnel file. Those with access to a personnel file may not have a need-to-know of an employee’s citizenship status. We’re here to keep you compliant.