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 National Organization on Disability has cited nine companies for making the hiring of employees with disabilities a corporate priority. The “Fine Nine” include Sam's Club, J.B. Hunt, Tyson Foods, Lowe's, Aetna, Sodexo, ADP, Saint Barnabus Health Care System and Toys R Us.
Employers expect greater computer proficiency from all levels of admin pros than they did only a few years ago, staffing firm reps say. Being able to chip in on assignments involving computer work offers one of the best ways for receptionists to move up.
Ernst & Young plans to hire 25% more new graduates this year than last, so the professional services firm has upped its game when it comes to internships. To reach the 5,000 students it hopes to recruit this year, the New York-based organization launched a Global Student Exchange Program to offer overseas assignments to select summer interns.
ALCOA Mill Products will pay more than half a million dollars to resolve accusations it discriminated against black, Hispanic and female applicants for material handler positions at its Lancaster plant. The plant fulfills orders under a contract with the U.S. Army.
It’s sure to happen: Eventually, a disgruntled applicant or employee seeking promotion will sue you for discrimination in the hiring or promotion process. And that lawsuit may lack any kind of merit. These days, desperate applicants may feel they have nothing to lose by suing. That’s why you should plan ahead.
The FMLA was enacted to let workers briefly put their careers on hold to tend to pressing personal matters like illness, childbirth and adoption, eldercare and other covered events. It was not designed to enable them to avoid discipline. That’s why the law specifically states that employers don’t have to give returning employees benefits they would not have received if they hadn’t taken FMLA leave.