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 economy is a shambles, and employers are doing everything they can to stay in business. That includes terminations, salary and wage cuts and temporary furloughs. Nearly every one of those moves carries litigation risk. With little to lose, more and more employees are willing to stake bias claims, hoping to score a big settlement. Their allies are attorneys who will look for any reason to sue. What should employers do?
Some workers file hiring-bias lawsuits before they bother submitting an application or telling anyone they’re interested in a promotion. Fortunately, they rarely win. Absent some direct evidence that an employer routinely rejects applications of a protected class, failure to complete an application or express interest in a promotion bars such a lawsuit.
Nobody ever sets out to make a bad hire. But it happens, even to the best hiring managers. From managers' inadequate preparation to misguided hiring criteria to misreading applicants' credentials, here are the seven biggest reasons for hiring decisions that bomb.
No federal or state law requires employers to use job applications. But if you do require applicants to fill them out, know the legal do’s and don’ts of what questions to ask. Here's the topic-by-topic guidance you need, along with relevant records-retention rules.
Congress has repealed the dreaded withholding provision under which state and local governments would have been required to withhold 3% of payments made to any payee for goods and services. The provision was slated to go into effect on Jan. 1, 2013.
Talent-based interviewing asks questions about real-life situations that are phrased in a unique way to elicit a candidate’s first (natural) response. This is a better assessment of future performance than simply checking whether the candidate has previously worked in a similar role (experience).
Q. We’re considering using an online pre-employment screening test designed to determine if an applicant is the right fit for our business. Are there any risks associated with using such tests?
The EEOC has filed suit against the Texas Roadhouse, claiming the national restaurant chain discriminates against older workers by denying them “front of the house” hourly positions, steering them instead into kitchen jobs or refusing to hire them.
Q. How do I know when to classify a worker as a contractor or a true employee?
These days, you’re probably receiving tons of résumés for open positions. You obviously can’t interview all candidates. But don’t get careless about whom you pick to advance to the next screening level.