Hiring

When hiring employees, negligent hiring practices can doom the process. Learn from your colleagues’ successes – and avoid their pitfalls.

Smart interview questions, well-written job descriptions, and sharp interviewing result in hiring employees that work out well, AND make you look good in the process.

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It’s hard to discriminate against applicants based on characteristics like age and race if you don’t know they belong to a particular protected class. That’s why it’s important to have a “blind” hiring process.
Almost a third of U.S. employers—32%—report that they are having a hard time filling job vacancies because they can’t find skilled candidates.
Outside consultants who specialize in the tricky business of terminations can help small employers when it’s time to let go of an individual employee or implement a larger layoff. But before you act on outside advice, do make sure you provide all the relevant information to the consultant.
Seventy-two percent of managers are optimistic about their career opportunities this year, up 21 percentage points from 2014. They’re ready to act on that optimism, too—88% said they’re open to new opportunities in 2015.
Recently we reported on the excellent job prospects greeting this year’s crop of college graduates—hiring of new grads is expected to increase 16% compared to 2014. But a freshly printed diploma doesn’t mean those new hires will hit the workforce ready to perform.
Instead of tossing out questions you’ve asked a million times, consider just a few that author and speaker Paul Falcone proposes to get past a professional façade and understand the human being behind it.

When it comes to hiring, it may seem simpler to screen potential applicants via a phone interview. But such conversations lend themselves to misunderstandings. If you must conduct them, do so via speaker and with more than one person participating. That way, the applicant can’t make wild claims when she isn’t hired.

When “Pomp and Circumstance” plays at college commencement ceremonies next month, graduates can march confidently off stage knowing that their job prospects look good.
In recent years, a few employers have begun requiring even nonexempt employees to sign noncompete agreements. It may well be a short-lived trend.
The EEOC is cranking up the scrutiny of employers that use job ads to seek—sometimes not so subtly—younger employees.
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