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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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?

Not every hiring preference is evidence of discrimination. You can limit the number of applicants by setting parameters—such as considering current employees first.
Here’s a reminder to pass on to everyone involved in the hiring or promotion process: You’re running a huge risk if you deviate from the job announcement’s minimum and preferred qualifications.
Media reports speculating that a handful of employers asked employees for their social-media passwords has led Congress to consider legislation that would make it illegal for employers to request employees’ (or applicants’) passwords.
FedEx Ground has agreed to pay $3 million to resolve allegations by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) that the company’s hiring practices were discriminatory.
Realizing that no amount of interviewing or psychological tests can substitute for seeing an applicant perform the task at hand, more employers these days are asking candidates to do serious work to get a serious job offer, according to a Harvard Business Review article.
Standard practice is to toss an applicant’s résumé into the “no” pile if they are too qualified for the position. Why waste your time on someone who is going to want too much money or will leave as soon as something better comes along? There are plenty of reasons why—and why your assumptions about them may be wrong.

Shuffling candidates between one-on-one interviews with different managers is time consuming and can produce assessments that are vastly different or inaccurate. That’s why more businesses are including panel interviews as a tool in their hiring belts.

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