Talent acquisition is more than filling vacancies. It is a forward-looking strategy that ensures the right people are in the right roles at the right time. Exceptional HR Solutions works closely with leadership teams to evaluate current hiring practices, identify skill gaps, and design recruitment frameworks that support both immediate needs and future expansion.

By taking a proactive approach to talent acquisition, Queens NY employers gain greater visibility into workforce planning, reduce turnover, and improve employee performance. According to research from the Society for Human Resource Management, organizations with clearly defined recruiting strategies experience stronger retention and higher employee engagement.
https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition

Exceptional HR Solutions helps businesses shift from transactional hiring to strategic workforce development—ensuring every hire contributes to long-term success.

Queens is home to a diverse mix of industries, from professional services and healthcare to technology and manufacturing. Many organizations face challenges balancing growth with limited internal HR resources. Talent acquisition services provide the expertise and flexibility needed to scale hiring without increasing overhead.

Exceptional HR Solutions serves as an extension of internal teams, offering strategic guidance, hands-on support, and proven frameworks that reduce hiring risk. By partnering with experienced HR consultants, businesses gain access to best practices without the cost of expanding full-time staff.

Exceptional HR Solutions follows a structured and collaborative approach to talent acquisition services. Each engagement begins with a discovery phase that assesses current hiring challenges, workforce goals, and organizational culture. Based on these insights, a customized strategy is developed and implemented with ongoing support.

This partnership-driven model ensures transparency, accountability, and continuous optimization. Businesses benefit from practical solutions that evolve alongside changing workforce needs and market conditions.

• Four employees, and the protection extends past employees. The New York City Fair Chance Act, Administrative Code section 8-107(11-a), applies at four or more employees in the city and covers applicants, employees, interns, freelancers and independent contractors. Before a conditional offer there can be no criminal history inquiry of any kind, no background check, and no “no felonies” or “clean record” language in job advertisements. Some categories are off-limits permanently, at any stage: arrests not resulting in conviction, sealed cases, adjournments in contemplation of dismissal, youthful offender adjudications, and violations. Local Law 4 of 2021, effective 29 July 2021, extended the protections to current employees facing discipline and to pending arrests and criminal accusations.
• After the offer, the analysis has to be written down. The conditional offer must rest solely on qualifications. The employer then evaluates against the NYC Fair Chance Factors – the specific duties of the job, the bearing of the offence on fitness to perform it, the time elapsed, the applicant’s age at the time, the seriousness of the conduct, evidence of rehabilitation, and the employer’s legitimate safety interest – and produces a written analysis. The applicant receives a copy of all background check documents relied on, and the position is held open at least five business days for a response. A certificate of relief from disabilities or of good conduct creates a presumption of rehabilitation.
• The record you are checking may already be sealed. New York’s Clean Slate Act took effect 16 November 2024 and automatically seals eligible convictions statewide. That sits over Correction Law Article 23-A and Executive Law section 296(15) and (16), which apply outside the city as well. An employer relying on a vendor report that predates sealing is exposed twice over – once for what it considered, once for how.
• And credit history is now off the table. Chapter 681 of 2025, signed 19 December 2025 and effective 120 days later, amends General Business Law sections 380-a and 380-b to prohibit employers from requesting or using consumer credit history in hiring, promotion or terms of employment. Exemptions are specific: where state or federal law requires it; peace and law enforcement officers; positions requiring a background investigation with a high degree of public trust; bonded or security-clearance roles; non-clerical roles with access to trade secrets or national security information; positions with signatory financial authority over $10,000 or fiduciary responsibility; and roles able to modify digital security systems. New York City had already made credit history a protected category under its human rights law.
• Posting content is separately regulated: Local Law 32 of 2022 requires a minimum and a maximum in any advertisement at four or more employees, and Labor Law section 194-b adds the job description where one exists.

We are not attorneys and this is not legal advice. Any adverse action on a specific candidate should be reviewed by New York employment counsel before it is communicated.

Exceptional HR Solutions has one physical location, in Melissa, Texas, and no Queens office. We are not a staffing agency or a search firm – we do not source candidates, present shortlists or take a placement fee. What we build is the process around the hire: advertisement language that clears both the fair chance and the pay transparency rules, the written Fair Chance Factors analysis template, the five-business-day hold, and a background check policy that reflects the credit history ban and Clean Slate sealing. If you need someone to find the candidates, hire a recruiter and we will make sure the process they run holds up.