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.
Q. Our company recently terminated a manager who had been with us for less than three months. He just seemed not to be the right fit. Now the former employee is threatening to sue, saying he left a good opportunity to take a job with us, based on our offer and what was said in the hiring process. We did use an offer letter, which stated that employment would be at-will and that the offer letter did not constitute a contract of employment. Do we have cause for concern?
You know there are certain questions you just can’t ask job applicants. Typically, they expose your organization to charges of hiring bias. But using discretion in the hiring process doesn’t mean you should give up on the practice of thoroughly investigating the background of candidates for certain jobs in which a rogue worker could harm other people.
Here’s a simple way to keep many disappointed applicants from filing needless lawsuits: Make sure someone removes any application or résumé information that indicates race, national origin or other characteristics belonging to a protected class before the information is passed on to whoever makes the initial screening decision.
Hiring managers are struggling to onboard enough social media developers and marketers, according to data compiled by Monster.com. Who’s not getting hired? Anyone connected with mortgage lending.
Since March, U.S. employers have added 187,000 full-time workers to their payrolls—and 791,000 part-timers.
Women’s clothing retailer Wet Seal has agreed to settle a class-action race discrimination suit for $7.5 million. Out of those funds, $5.58 million will go to compensate 1,600 current and former black managers for lost pay and promotions, termination and emotional distress.
Sixty-three percent of HR managers surveyed by Robert Half said their company had used video to handle part of the interview process. But does the technology deliver the same insights you capture in person, or are video interviews an operational shortcut that leaves questions on the table? Considerations when conducting video interviews:
To attract 3,000 new salaried employees this year—800 more than the company anticipated—Ford Motor Co. launched a recruiting campaign that relies heavily on social media.
Public employers in Minnesota have been able to give employment preference to veterans for years, but private employers that favor hiring vets have always run the risk of facing discrimination claims from other applicants who lack military experience. A new state law gives some limited protection to private employers with hiring policies that give preference to hiring veterans.
Walmart has promised to hire any honorably discharged veteran for up to a year after he or she leaves active duty. Through its Veterans Welcome Home Commitment, the retail giant aims to hire more than 100,000 veterans over five years.