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.
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.”
Here’s where HR pros say they attract the best job applicants, according to an HRSpecialist.com poll:
The career site Glassdoor.com does more than list available jobs. It also lets job-seekers submit questions they have been asked during hiring interviews. Behold 10 of the weirdest questions posed in 2013:
Q. We advertised for a front-desk receptionist opening and got 44 applications. Three were from men, all qualified. We’ve always had a female in that job and would like to keep it that way. We plan to interview five finalists. Must we include one of the men to avoid sex discrimination charges?