When interviewing job candidates, beware of giving too much weight to factors such as race, cultural background, age, level of education, religion and so on. This sounds obvious, but many wellintentioned interviewers may not realize that they see what they want to see in people, not what’s really there. Such judgments can unfold in subtle or even subconscious ways. As a precaution, have another interviewer join you when you meet with key candidates. When you compare notes later, you can determine to what extent your partiality influenced your evaluation of the interviewees. Source: High Impact Hiring by Del Still, Ph.D., Management Development Systems, Dana Point, Calif., 1997.
Most organizations still have much to learn and decide upon before the 2015 and 2016 deadlines. How is your organization using the time to prepare? What are your options… and what can you do now to minimize or avoid penalties? How can you estimate the amount of employer penalties to decide whether to offer health insurance in 2015 and beyond?...Click here to find out more.