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.
No doubt you fuss over the content in your job ads in hopes of luring the top candidates. Although good content in a job ad is critical, technical issues are more often the culprit behind workers dropping off from applying to a job.
While a cookie-cutter approach to résumé evaluation offers guidelines for spotting positive qualities and red flags, consider the individualities that you, the company and other team members contribute to the role you are hiring. It can mean the difference between a great addition to the department and one who flees quickly. Here are four questions you should ask yourself:
Chrysler is inviting prospective employees to test drive the company, its products and its culture through a revamped career website that puts would-be staff in touch with those already on board.
When a St. Paul construction company hired members of the Crookston High School hockey team in 2010 to install drain pipes under the ice rinks at the Crookston Sports Center, it probably seemed like a great community project. In fact, Arena Systems committed the employment law equivalent of three coincidental major penalties.
Between 2005 and 2011, the Corpus Christi Police Department hired 113 male entry-level police officers—and just 12 women. The U.S. Department of Justice thinks it knows the reason for the disparity: a physical ability test that most men can pass but few women can.
When the Castle Rock Supper Club in Hawley was accused of illegally employing teenagers, the owners tried to persuade state regulators that it was OK because their establishment is “not a drinking man’s bar” but “more of a family restaurant.” The regulators were unmoved ...
The Minneapolis Fire Department isn’t adequately staffed and can’t cover the costs of “increasing sick-time usage, injury rates and overtime,” according to a report by a public safety consulting firm the city hired to analyze persistent staffing woes.
Q. We’re interested in taking advantage of the new incentive for Illinois employers to hire veterans. What are the details?
Legendary business journalist Marshall Loeb spent decades interviewing the greatest leaders of American business. Along the way, he defined these steps to effective leadership ...
If applicants ask why they didn’t get the job, conventional wisdom says to simply state that another individual more closely met the company’s needs, period. Short, sweet, to the point, and unlikely to result in a discrimination claim. Or is it? You may want to reconsider how much feedback to provide rejected applicants.