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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Every company wants managers who can efficiently identify, define and resolve problems. Don’t assume that management applicants with top references and experience have great analytical skills. Instead, find out for yourself by asking some of these questions.

It isn’t unusual for disappointed applicants to file frivolous failure-to-hire lawsuits. Your best shot at a quick dismissal is proof that the applicant wasn’t qualified. An application or résumé can do that.
The EEOC is suing Amerisource-Bergen Corp., claiming the pharmaceutical distributor violated the Age Discrimination in Employment Act when it failed to hire a 60-year-old man for a telecom manager position.
At one point, every manager struggles with a decision of whether to hire internally or externally. To put the issue into perspective, here’s a look at the pros and cons of hiring internally and externally.
Proposed IRS regulations would thwart attempts to convert a full-time employee to part-time status, and then “hire” the employee through a temp agency to complete a shift.

Q. We are thinking about using personality tests to evaluate whether applicants would be friendly and communicate well with our customers. Does using such a test expose us to potential lawsuits?

Q. If we have several qualified applicants for a job, are we required to select a qualified applicant with a disability over other applicants without a disability?

Do you regularly audit your HR records for signs of hidden bias? Would you know if members of a particular protected class were getting fewer promotions than others? The start of the new year is the perfect time to identify and correct any problems.

Q. We recently hired someone we didn’t know has a severe allergy to peanuts. If she even smells peanut butter, she has a severe allergic reaction, requiring her to use an EpiPen and head to the emergency room. Could we have refused to hire her if we had known about her allergies?

While a man who wears dresses and makeup might make his orientation or self-image perception clear, that’s not true of a woman who dresses like a man, at least not according to a recent 8th Circuit Court of Appeals decision.
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