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.
Once Plante Moran recruits a talented new hire, it keeps recruiting the same person throughout the employee’s tenure with the firm. One of the country’s largest certified public accounting and business advisory firms, Plante Moran boasts a turnover rate of less than 13%, among the lowest in the industry.
Managers aren’t only responsible for an organization’s fiscal assets, they’re also responsible for its human assets. According to a recent Adecco report, here are 13 simple ideas you can implement today to become a more effective manager: 1. Recognize a job well-done Everyone likes to know when they’ve done something well. Make your employees feel [...]
Q. We’ve concluded that a small group of our employees don’t appreciate their jobs. We’d like to post their jobs and replace employees who won’t take a pay cut with unemployed people who will work for a lower wage. Is this a problem?
If your employee handbook hasn’t been updated in the past six months, it’s out of date. Because employment laws and your business are in a constant state of flux, it’s critical to keep your personnel policies up-to-date. In light of recent legal changes, be sure your policies include these updates:
Last year, New Jersey became the first state to make it illegal for employers to refuse to hire applicants just because they’re unemployed. And President Obama’s jobs bill would make it an unlawful. Outlook: Look for more states to pass such laws, but it won’t get through Congress this year.
Pepsi Beverages will pay $3.1 million to resolve EEOC charges that it discriminated against minorities when it refused to hire applicants with arrest records.
Here’s a reminder for government hiring managers: While ordinarily, such supervisors have qualified immunity, that’s not the case if the decision not to hire is based on an applicant’s political beliefs.
Do you include an arbitration agreement in your employment applications? If so, it may not be enforceable, according to a recent decision by the Court of Appeal of California.
With so many qualified people applying for jobs these days, it’s much harder for unsuccessful candidates to win hiring discrimination lawsuits. That’s because employers choosing the best candidate often zero in on one bit of experience or a skill that stands out from other applicants. It’s hard to argue that that’s discrimination.
Q. When, if ever, can our company legally ask an applicant about his or her religious affiliation?