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.
Poorly conducted interviews can result in bad hiring decisions and lead to legal trouble. So how do you maximize their effectiveness and minimize potential biases?
Expect associates to put business first while at work? Hire people who convey they'll do just that during the interview.
Although most employers are sensitive to the need to protect their own company’s confidential information, they may not be as attuned as they should be to the other side of the coin. A recent trial experience provided an extraordinary lesson on the significant legal exposure an employer can face when hiring employees from a competitor.
Screening out job candidates who look tipsy on Facebook may seem obvious, but there are pitfalls to this approach.
Ruby Tuesday, Inc. will pay $575,000 to settle a class-action age discrimination lawsuit filed by the EEOC. It alleged that Ruby Tuesday engaged in a pattern or practice of age discrimination against job applicants who were 40 years of age or older at six of the chain’s restaurants.
Sixty percent of employers are concerned about the costs associated with delays in filling open positions, with one in four stating they have experienced losses in revenue as a result, according to a new CareeBuilder.com survey.
Q. I am thinking about hiring someone, but would first like to check his Facebook, Twitter and other social media accounts to gain a more complete picture of the candidate. May I ask the applicant for log-in and password access to his accounts?
When you're looking to hire new people, is all the weight on your shoulders? Or do you conduct interviews as part of a team?
In January, the Marriott International hotel chain began accepting applications from job-seekers who apply via their cellphones and tablets. The hospitality giant says it is the first in the industry to offer mobile job applications to would-be employees.
Employers that use electronic systems to complete I-9 verification forms for new hires sometimes streamline the system by pre-populating employee information on Section I of the I-9 with information pulled from the company’s HR software. Is that permissible?