People who want a job must actually apply for it before they can allege they weren’t hired for discriminatory reasons. It’s easy to prove someone didn’t apply. Simply post job openings and retain all applications.
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.
How you choose among candidates for promotion may spell the difference between losing and winning a lawsuit. Always document the decision-making process, especially when candidates are equally qualified. Later, you may have to explain the decision in court—and your reason had better be a good, business-related one.
Besides their obvious purpose of identifying work to be performed, well-written job descriptions are integral in recruiting and interviewing prospective employees, rating job performance, classifying employees as exempt or non-exempt under the Fair Labor Standards Act (FLSA), meting out discipline, and making promotion and compensation decisions. Here are the 9 steps to crafting a legal and complete job description: