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.
The NYPD has agreed to a settlement in a disability discrimination case filed by the U.S. Department of Justice. An applicant for a school crossing guard position had filed the complaint and later sued, alleging that the NYPD required a physical examination immediately upon completion of a job application.
Everyone knows to steer clear of job interview questions that could trigger claims of bias. But several common kinds of questions are just as boneheaded, although not for legal reasons.
Hiring gets harder when a dozen or more applicants meet your minimum requirements. How do you pick the best candidate and reduce the chance of unhappy job-seekers filing discrimination lawsuits? The best approach is an organized one.
Staffing agencies conduct lots of drug tests—and hear lots of excuses when applicants fail. Scott Morefield, of AtWork Personnel Services, recounts these:
The Minnesota Senate has approved a measure that would prohibit most private employers from asking job applicants about past criminal convictions until they have been interviewed or made a conditional job offer.
Here’s a simple tip that can save you lots of headaches: Document the exact date an applicant submits her paperwork and the date of each decision related to her application.
A new study by the Kellogg School of Management at Northwestern found that once candidates make it to the interview level, the most common mechanism by which they are evaluated is their similarity to the interviewer.
In a survey last month, employers said they planned to hire 2.1% more new college grads from the Class of 2013 than they did from the Class of 2012. Good news for young workers, right? Not so much.
Eighteen states and the District of Columbia have laws protecting the unemployed from discrimination. The EEOC has investigated bias against the unemployed and warns employers they could face disparate-impact discrimination lawsuits if screening out the unemployed hurts women and minorities more than other groups.
Q. How do I make corrections to a Form I-9, especially when too many documents are indicated on the form? A previous employer completed the forms. Also, is there guidance on how to do I-9 self-audits?