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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If you don’t regularly post your job openings and promotion opportunities, you are asking for trouble. Here’s why: Applicants and employees can sue if they believe they missed out on an opportunity—even if they never applied. That litigation blindside may force you to justify your hiring and promotion decisions long after you made them. And if you didn’t keep careful records, you may be in trouble.

Q. We are swamped with applications, most from people who don’t meet our basic requirements. We typically toss out applications that clearly aren’t from qualified applicants. Should we keep copies?

Do you ask applicants what year they graduated from high school or college (or otherwise finished their education)? Does your application re­­quest that information? Watch out!

When it comes to documenting em­­ployment actions, what you do write can be just as damning as what you don’t write. Advice: Refrain from scribbling margin notes on employment applications, résumés or tests.
To boost its hiring of military veterans, Hertz has launched a website devoted to recruiting them and their spouses. Hertz participates in the White House job-creating coalition known as “Joining Forces,” and has pledged to hire hundreds of returning veterans over the next few years.

Pre-employment tests can help pinpoint ideal candidates for hiring. But they can also spark employee discrimination lawsuits if employers don't follow employment law guidelines laid down by state regulations and federal laws, including the ADA.

One of the best ways to tell if applicants have the skills to perform specific tasks is to directly ask how they’ve used those skills in the past. These sample questions can help hiring managers spot 10 important “soft” skills:
The U.S. Department of Labor has filed two lawsuits against contractors providing workers to South Florida farms, following investigations into migrant laborers’ working conditions.
Protect your company by tracking when you received each completed job application. You can easily justify a cut-off point, based on the order in which you received complete applications.

Q. We want to bring on a worker to help finish up a contract that we have with a customer. The contract and work will end in a few months. To ease in setting this up and to avoid any long-term commitment, I’d like to hire the individual as a contractor and not an employee. Can I do this?

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