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. A new hire is refusing to provide his Social Security number because he does not want taxes withheld from his paycheck. He argues that since he is Native American, the U.S. government is not entitled to tax him. Is he required to provide this information? Can we withdraw our employment offer if he continues to refuse?
When it comes to promotions, courts want employers to be honest and fair. Otherwise, they won’t interfere—unless the employer has no records to back up its promotion decisions or show how its decision-making process worked.
Employers that compile promotion lists based on test results should tell employees that the lists will be updated periodically.
Q. An employee we hired a couple weeks ago just told us that he is Muslim and can’t work on Fridays. During the interview, he was asked whether anything would prohibit his working a proposed schedule that specifically included Fridays. He said no, in writing. Can we let this guy go?
Employers that don’t post internal promotion opportunities are risking unnecessary lawsuits. The fact is, when jobs aren’t posted, employees can sue over the lost opportunity to apply.
Tempted to ask applicants about their past medical history, disabilities or other private information related to potential disabilities? Don’t do so before you make a job offer.
When employers choose the youngest candidate for a job, older candidates may suspect age bias played a role. That could mean a lawsuit is looming. If a disappointed applicant sues, it won’t help the employer that the overall candidate pool included many older applicants. What matters is who was selected.
Here’s an easy fix for a potentially big problem: Post all promotion openings. If you do, only employees who actually apply can take you to court. That can save thousands in legal fees and lost productivity. It also signals to employees that you value them and encourage equal opportunity.
As part of its diversity effort, AT&T has beefed up its efforts to include Hispanic employees at all levels of its business. Its program includes building a diverse workforce—Hispanics account for 12% of AT&T employees.
Once Plante Moran recruits a talented new hire, it keeps recruiting the same person throughout the employee’s tenure with the firm. One of the country’s largest certified public accounting and business advisory firms, Plante Moran boasts a turnover rate of less than 13%, among the lowest in the industry.