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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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Do you have a standard hiring rule that effectively screens out some job applicants? If so, scrap it. Instead, consider each applicant on his or her merits, especially if the rule could harm applicants with certain disabilities.

Avoid the following language in your job postings.


Q. What were the recent changes to the Fair Credit Reporting Act?
Hiring is one of the most difficult and legally dangerous tasks for supervisors. Just a few ill-timed words in a want ad or interview can trigger a legal complaint. Here are the key liability hot spots to watch out for in the hiring process:
Consider the following questions a manager might ask during the interview process. Answer yes to the questions the EEOC lists as legal under the Americans with Dis­­abili­ties Act; answer no to the ones that it deems unlawful.
Good news for employers that use a formal process to invite employees to apply for promotions. Employees who don’t follow that process—instead merely telling their boss that they want to be considered—can’t successfully sue if they’re not promoted.

We all know that hiring managers are supposed to avoid personal or intrusive questions when interviewing job applicants. However, under some limited circumstances, getting answers to such questions may be relevant and necessary to the hiring process.

As long as hiring managers can logically explain why one applicant was selected instead of another, courts probably won’t question the choice.
Need to hire new talent but only have a bare-bones recruiting budget? Here is a checklist of low- and no-cost recruiting ideas that work in a strong economy, but are especially appropriate when money is tight.
Some employees who are quick to anger may not have the interpersonal skills needed for a promotion, even if they are technically qualified to do the job. If you choose not to promote a hothead, few courts will second-guess your decision ...
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