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.

Page 28 of 228« First...1020272829304050...Last »
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.

A free report from the Society for Human Resource Management details the steps employers should take to effectively source, recruit and retain military veterans in civilian workplaces.
Figuring out if applicants have the technical skills to perform a job is relatively easy. What’s more difficult is finding out whether a person has the personal characteristics to become successful and be someone co-workers wouldn’t go nuts working alongside.

Do you ask applicants when they graduated from high school or college or otherwise finished their education? That seemingly innocuous question could trigger an age discrimination lawsuit if an applicant’s graduation year makes it clear he’s 40 or older and you wound up hiring someone younger.

That infamous I-9 employment verification form you must complete for each new employee may be going through some changes soon. The USCIS recently published a draft of revisions to the I-9 form and requested public comment on the proposed changes.
A study by economists in Buenos Aires found that when a photo accompanies a job application (as is common in Argentina), attractive applicants of both genders get called in for interviews more often.

Your risk of running afoul of the child labor laws has increased, and penalties can be harsh. A recent government study found a surprisingly high percentage of teen employees working longer hours than federal law allows, and also in jobs deemed too dangerous by law. Now, federal and state safety investigators are more interested than ever in child labor compliance.

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.

Page 28 of 228« First...1020272829304050...Last »