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.
Before you plunge into cyberspace in search of information on applicants (or current employees), understand the legal implications. Employers’ efforts to access employees’ and applicants’ private social media websites have recently been subject to increased scrutiny by New York and federal legislators.
There is no constitutional right to a free attorney in employment discrimination cases. Unless a so-called pro se litigant can show the court that his claim clearly has merit, he’ll have to serve as his own lawyer.
Sometimes, employers settle an employee lawsuit and expect that to be the end of the matter. But unless the settlement includes an agreement not to apply for any new job openings, the former employee may do just that. And if he’s not hired, he may allege retaliation for prior litigation.
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: