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.
Erroneous assumptions about overqualified candidates may cause you to miss out on a great employee and lead to a discrimination claim, so it's important to change your mindset. Here are three myths concerning "overqualified" job candidates:
Recruiters for video games company IGN Entertainment don’t care if would-be employees went to college or have experience with another firm. They’re looking for raw talent. The media company has kicked off a “no résumés allowed” recruitment program—the Code-Foo Challenge.
There’s a good chance that what your employees actually do every day has little in common with what’s written in their job descriptions. That’s a problem. Inaccurate or incomplete job descriptions can cause legal liability for employers, especially if the EEOC or the DOL comes calling.
While you may not have been partying much at the office lately, some employers see summer as an ideal time for an all-staff get-together. Instead of spending a lot on flowers and glassware rentals, though, they’re getting creative with summertime themes. Here are ideas that assistants posted on the Admin Pro Forum.
Oregon last month followed New Jersey’s lead in establishing a law that makes it illegal for employers to refuse to hire applicants because they’re unemployed.
More than half of U.S. employers are having trouble filling mission-critical positions, a ManpowerGroup report notes. It’s time to turn around the trend. Here are nine ways organizations are addressing the post-recession skills shortage:
A federal judge has called for lawyers to serve as “special masters” to decide how to allocate money for minority job applicants who were unfairly denied jobs with the Fire Department of the City of New York. The DOJ filed suit on behalf of minorities who complained they were not hired because of their race.
If you want to retain the ability to fire at will, make sure any memos, letters or emails detailing a job offer don’t create an employment contract. That means never promising that termination will be for cause or for any list of reasons.
Except in very limited circumstances, an individual must actually apply for a position before he can challenge the decision to hire someone else.
When upper management rubber-stamps an employment decision made by a supervisor who discriminates, the employer is liable for the discrimination. But if higher-ups independently review the situation before ratifying the decision, the employer isn’t bound by its discriminating subordinate’s wrongdoing.