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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HR Law 101: Most organizations ask candidates to fill out a job application. Make sure that yours meets federal, state and local requirements. Don’t ask for information that could be considered discriminatory ...

HR Law 101: Two laws govern U.S. immigration policy: the Immigration and Nationality Act of 1952 and the Immigration Reform and Control Act (IRCA) of 1986, which was amended in 1990. For each new employee hired, U.S. employers must complete a Form I-9, Employment Eligibility Verification. The I-9 establishes the employee’s identity and legal work status.

Denver Public Schools fills hard-to-staff teaching positions in high-needs elementary schools by hiring college grads who didn’t major in education and then training them on the job. The highly selective Denver Teacher Residency program offers would-be teachers an alternative route into a teaching.

Q. We’re expanding our marketing efforts over the next few months. Because we don’t have much time to go through a rigorous recruitment effort, we are considering hiring a number of people on a contractor basis. If they work out, we’ll then consider hiring them as employees. Can we do that?
Starting March 24, employers that have contracts with the federal government face new rules for managing workers who are disabled or military veterans.
Legislation that would make it illegal to discriminate against job applicants who are unemployed has been introduced in the House and Senate.
Giving details of very specific situations forces applicants to paint an accurate picture of their teamwork skills. Ask them questions like these:
If hiring is one of your responsibilities, avoid making this costly interview mistake: too much talking.

HR Law 101: Much of the information employers avoid asking for on a job application becomes apparent when hiring managers meet someone face-to-face (such as race, age, physical disability and national origin). So, you must take extra care not to ask questions or make comments that an applicant might construe as discriminatory ...

You wouldn’t buy a new car without a test drive. So why should you invest time and money in hiring an untested job candidate?