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.
Now that the federal government shutdown has ended, ICE inspectors are back on the job—and they’re looking for employers that don’t properly document their employees’ eligibility to work in the United States.
The E-Verify electronic employment eligibility verification system is back online after service was suspended during the federal government shutdown. However, the timing of the shutdown may have caused delays for some employers that submitted E-Verify data in late September.
It’s impossible for everyone to remember exactly what happened during an interview held several years earlier. But that’s what an interview panel may be asked to do if a candidate sues. The best approach is to ask the panelists to take notes. Then you should collect all the panelists’ notes for potential future use.
Rep. George Miller, the ranking Democrat on the House Committee on Education and the Workforce, has introduced H.R. 2721, the Pathways Back to Work Act. The bill would help low-income, unemployed workers find jobs or train for new ones.
Discrimination can creep into hiring decisions—possibly without the decision-maker even realizing it. Here are four tips to help managers maintain objectivity.
As a recruiting tool, more employers have begun including a sentence or two about the typical career path of the job at the end of each job listing. A majority of employees say they’d likely stay with an organization if they saw the prospect of job advancement or promotion.
If you are like most hiring managers, it’s the typos in the job-seekers’ résumés that are the No.1 cause for you to automatically dismiss a candidate. Here are the rest of the résumé wreckers:
As hiring heats up, more service-sector firms are ramping up employee referral programs, which reward workers for encouraging qualified external candidates to apply for jobs.
If a prehire drug test is inconclusive, you may want to offer the applicant a second chance to take the test.
What if you get a hiring decision wrong, choosing someone from one protected category over another slightly better-qualified minority applicant? Fortunately, that misstep won’t open the door for hordes of minority applicants to sue. Only the slightly better-qualified applicant will have a claim.