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.
HR Law 101: An employer needn't hire a disabled person if he or she lacks the requisite skills, experience and education for the job in question. But if the deciding factor is the disability, you must prove that the condition interferes with what the ADA terms the "essential functions" of the job ...
Q. We make offers to applicants contingent on passing a physical examination. As a part of the examination the doctor asks for a medical history, including questions about the applicant’s family medical history. We have heard that we should not ask about the applicant’s family medical history, but we aren’t sure if that’s true. Should we not ask for this information?
Q. We pride ourselves on supporting veterans who have served in the armed forces. We know we should generally not use an applicant’s class (such as gender, race, etc.) when making hiring decisions. But we have heard that the law does allow us to give a hiring preference to veterans. Is that true?
When several qualified candidates are in the running for a job, you can use interview performance as the deciding factor. Just make sure interviewers note their specific reasons why one applicant seemed better than the others.
More than three-quarters of workers state that the benefits package an employer offers prospective employees is an extremely important factor in their decision to accept or reject a job, according to an EBRI survey.
Enterprise Holdings plans to hire 11,000 new employees over the next year, mostly to fill vacancies created by in-house promotions. The promote-from-within policy allows young employees to rise through the ranks quickly and makes the organization attractive to entry-level job-seekers.
You know this list by heart: the interview questions that must never, ever be asked. Others in your company could probably use a reminder. Seven questions never to ask:
If you’re like most hiring managers, a thank-you note from a job candidate is appreciated.
The Austin Fire Department has stopped hiring candidates from its 2012 candidate list now that the EEOC has declared that its hiring test discriminated against black and Hispanic candidates. The EEOC pointed to disparities in pass rates between the groups.
Recruiters at investment advisory firm Andrew Garrett are hoping to attract women financial advisors by telling would-be candidates that “no workaholics need apply.”