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. We’re expanding our marketing efforts over the next few months. Because we don’t have much time to go through a rigorous recruitment effort, we are considering hiring a number of people on a contractor basis. If they work out, we’ll then consider hiring them as employees. Can we do that?
Starting March 24, employers that have contracts with the federal government face new rules for managing workers who are disabled or military veterans.
Legislation that would make it illegal to discriminate against job applicants who are unemployed has been introduced in the House and Senate.
HR Law 101: Much of the information employers avoid asking for on a job application becomes apparent when hiring managers meet someone face-to-face (such as race, age, physical disability and national origin). So, you must take extra care not to ask questions or make comments that an applicant might construe as discriminatory ...
With the hiring of two minority women in December, the employee population of Deerfield Beach, Fla.-based Reagan Wireless is 90% minority.
One way to ensure “blind” hiring is to create an online application process that doesn’t ask for protected-class information. Then perform initial screening without actually interviewing candidates.
Q. We are currently interviewing for an event coordinator position, which would require the person to frequently work well beyond the usual 9-to-5 workweek. Is there a way we can ask about personal situations and make it clear that missing these events because of family obligations would not be tolerated?
Can you predict how a potential job candidate will behave as an employee by the color of his or her clothes? CareerBuilder recently surveyed employers to get their opinions on what they see in the tones of the threads.
According to CareerBuilder.com’s 2014 U.S. Job Forecast, hiring managers plan to recruit full-time, permanent employees for these positions: sales (30%), information technology (29%), customer service (25%), production (24%) ...
Employers are more likely to add permanent staff this year than to reduce staffing. But more than half plan to stand pat.