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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.

The popularity of Internet blogs and social networking sites such as MySpace, LinkedIn, Facebook and Friendster is causing confusion and concern for some employers. Is there any harm in using information published on the Internet to screen applicants? At a time when it’s easy to search the web for information on just about anyone, what steps should a reasonable employer take to investigate the background of an employee?

U.S. Immigration and Customs Enforcement is actively encouraging employers to use computerized versions of the federal I-9 employment eligibility verification form. Is it time for you to ditch your paper I-9s? These pros and cons will help you decide.

Demand for highly skilled administrative professionals will remain steady this year, predicts the 2009 Salary Guides from Robert Half International. While starting salaries for admins are expected to rise 2.6% on average in 2009, employees with specific skills can command even more.

A federal judge has given final approval to the settlement of a race discrimination lawsuit brought by financial advisors against Morgan Stanley & Co. Inc. The settlement establishes a $16 million fund, of which $14 million will be divided among class members who submitted claims.

Before you make a solid job offer and induce an applicant to make major changes in order to accept the job, consider this: If you end up not being able to follow through on the offer, you may end up sued for breach of promise—in legal terms, called promissory estoppel

New England College has filed suit against poetry professor Anne Marie Macari, alleging she stole its innovative master’s degree program in poetry and set up shop at Drew University in Madison.

It goes without saying that employers shouldn’t discriminate based on race, age, sex or other protected characteristics. But favoring people based on those protected characteristics can lead to another problem—reverse discrimination.

If your organization isn’t already planning or implementing measures to cut labor costs, it may soon have to. News that the United States has been in a recession since December 2007 suggests that HR professionals should prepare to reduce the labor burden—if only as a contingency plan.

Employees who think they are victims of some form of discrimination must show they were treated differently in some important way because of their race or other protected characteristic. But minor annoyances—such as heavier workloads—are not usually considered discrimination.

When you’re hiring people, ask their bosses, mentors and co-workers. How they see their world is probably how they’ll see yours.