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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According to a recent survey conducted by the Society for Human Resource Management, 65% of employers have hired an employee who was sourced through such sites as LinkedIn and Facebook.
If you actually want to learn about job candidates, avoid these questions.
Language can be a big factor in who you attract to your company, and job postings can skew toward male stereotypes, reports Emily Peck for The Huffington Post. There are several words and phrases that can hint at an unconscious bias in an organization.
Here are three things to look for when you want to hire people who know how to manage their time.

Firing a difficult employee is hard. Luckily, there are ways you can spot problem people in the interview process, writes consultant April Starcadder. Here are some important signs to watch out for.

As one leader put it, “The key to my success is hiring people far better than I am.” The intent is spot on. But the truth is, most people don’t know how to identify and hire the better people they need.

Every spring, CareerBuilder surveys hiring managers about the state of the résumés they receive and also asks them to forward the best résumé blunders they have seen. Here we go ...
Here are four benefits you get if you write detailed job descriptions for each position on your team.
The federal Office of Personnel Management recently told all federal agencies not to rely on past salaries to determine how much to offer new hires. Why?
Psychologically, most of us tend to favor hiring promising outsiders over people we know well. That’s because when we know very little about someone, we might envision a rosy future in which the candidate proves a superstar ...