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.
Researchers at Realized Worth, which helps companies engage employees in volunteer work, say Millennials seek jobs that offer them good salaries, flexibility, meaningful work and a chance to contribute to society. Here’s what they want.
The Department of Veterans Affairs has a new Web portal designed to connect veterans and service members with employers, and to help translate military skills into the civilian workforce.
Want to know what really makes an applicant tick? Try asking something outside the norm.
CareerBuilder.com asked hiring managers which résumé terms were a turn-off. Here are the top five.
Q. We are looking to hire a new employee. Are there some questions I should steer away from?
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.