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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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The U.S. Citizenship and Immigration Services recently released the long-awaited revisions to Form I-9, which employers had to begin using by May 7, 2013.
Controversial amendments to New York City’s Human Rights Act take effect June 11, allowing job applicants to sue for discrimination against a new protected class: the unemployed.
Taking a page from Twitter, which limits users to 140 characters per message, Pizza Hut invited applicants for a digital manager position to pitch themselves in just 140 seconds.

One way for a candidate to prove discrimination in hiring or promotion is to show that he is so much better qualified than other candidates that there should have been no doubt about who got the job. Some candidates mistakenly believe that means if they are the best educated, they win. That’s simply not true.

This summer’s hiring expectations mark a continued improvement over the years immediately following the recession, according to CareerBuilder’s annual Summer Jobs Forecast.
More than one-third of 400 HR pros surveyed annually by the Center for Professional Excellence say that professionalism among recent college grad hires has decreased in the past five years.
The NYPD has agreed to a settlement in a disability discrimination case filed by the U.S. Department of Justice. An applicant for a school crossing guard position had filed the complaint and later sued, alleging that the NYPD required a physical examination im­­mediately upon completion of a job application.
Everyone knows to steer clear of job interview questions that could trigger claims of bias. But several common kinds of questions are just as boneheaded, although not for legal reasons.

Hiring gets harder when a dozen or more applicants meet your minimum requirements. How do you pick the best candidate and reduce the chance of unhappy job-seekers filing discrimination lawsuits? The best approach is an organized one.

Staffing agencies conduct lots of drug tests—and hear lots of excuses when applicants fail. Scott Morefield, of AtWork Personnel Services, recounts these:
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