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.
Seventy-two percent of managers are optimistic about their career opportunities this year, up 21 percentage points from 2014. They’re ready to act on that optimism, too—88% said they’re open to new opportunities in 2015.
Recently we reported on the excellent job prospects greeting this year’s crop of college graduates—hiring of new grads is expected to increase 16% compared to 2014. But a freshly printed diploma doesn’t mean those new hires will hit the workforce ready to perform.
Instead of tossing out questions you’ve asked a million times, consider just a few that author and speaker Paul Falcone proposes to get past a professional façade and understand the human being behind it.
When it comes to hiring, it may seem simpler to screen potential applicants via a phone interview. But such conversations lend themselves to misunderstandings. If you must conduct them, do so via speaker and with more than one person participating. That way, the applicant can’t make wild claims when she isn’t hired.
When “Pomp and Circumstance” plays at college commencement ceremonies next month, graduates can march confidently off stage knowing that their job prospects look good.
In recent years, a few employers have begun requiring even nonexempt employees to sign noncompete agreements. It may well be a short-lived trend.
The EEOC is cranking up the scrutiny of employers that use job ads to seek—sometimes not so subtly—younger employees.
The percentage of board seats occupied by women has increased substantially in the last 20 years—all the way up to 16.9%. Women comprise 47% of the U.S. workforce.
Q. I recently posted want ads to hire new employees. Recently, I received a letter from someone who wants to sue me for “deterring applicants.” The ads that I sent out simply stated my company’s name and address, the position available and that applicants who are younger and live nearby are preferred. What did I do wrong?
The Bureau of Labor Statistics regularly projects the growth rate for occupations in coming years. These are the 10 jobs with the fastest anticipated growth rates between now and 2022.