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.
Want to know what really makes an applicant tick? Try asking something outside the norm.
Hiring for attitude makes a lot of sense. After all, you can teach smart people new skills, but you’ll never turn a curmudgeon into an optimist at heart. Just make sure you understand how a particular personality trait will translate into on-the-job performance.
Don’t wait until you hire job applicants before finding out how well they’ll hold up to grueling work. Stretch out the interview process to test candidates’ mettle.
CareerBuilder.com asked hiring managers which résumé terms were a turn-off. Here are the top five.
Q. We are looking to hire a new employee. Are there some questions I should steer away from?
Poorly conducted interviews can result in bad hiring decisions and lead to legal trouble. So how do you maximize their effectiveness and minimize potential biases?
Expect associates to put business first while at work? Hire people who convey they'll do just that during the interview.
Although most employers are sensitive to the need to protect their own company’s confidential information, they may not be as attuned as they should be to the other side of the coin. A recent trial experience provided an extraordinary lesson on the significant legal exposure an employer can face when hiring employees from a competitor.
Screening out job candidates who look tipsy on Facebook may seem obvious, but there are pitfalls to this approach.
Ruby Tuesday, Inc. will pay $575,000 to settle a class-action age discrimination lawsuit filed by the EEOC. It alleged that Ruby Tuesday engaged in a pattern or practice of age discrimination against job applicants who were 40 years of age or older at six of the chain’s restaurants.