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Hiring

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.

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In an unusual twist, a federal trial court considering an Ohio case has permitted an employer being sued by the EEOC to ask pointed questions about the EEOC’s own hiring practices.
Q. We have received résumés from many college students looking for unpaid positions this fall. Would we need to pay these interns?
The 7th Circuit Court of Appeals has barred a woman from filing any new civil lawsuits or renewing old ones anywhere in the circuit until she pays fines various courts have already levied.
On June 23, Gov. Bev Perdue signed legislation that requires private em­­ployers with at least 25 employees and all county and city governments to use the federal government’s online E-Verify system to verify that new hires are eligible to work in the United States.
Q. What restrictions exist on advertising for job vacancies? We are flooded with applications and have considered limiting applications to the currently employed. We worry the unemployed have rusty skills. Can we say we won’t consider hiring unemployed people?
It is remarkable that a seemingly simple, one-page form—the Form I-9—can cause so many headaches. But who says government forms are easy, much less an immigration-related form? Here are the most common mistakes employers make in filling out the Employment Eligibility Verification form.

Many of the mistakes people make when job hunting could be avoided, says Robin Ryan, a vocational counselor. “I divide my time between talking to hiring executives, HR folks and working with job search clients. This gives me a very broad view of what people do that works, and what trips them up—often without realizing it,” Ryan says. The top reasons job hunters fail:

As its workload has increased, the EEOC has sought greater funding so it can pursue cases in which employer hiring practices discriminate broadly against members of protected classes. Those practices include using criminal background checks and credit-history checks to screen applicants.
Q. Our company needs guidance on keeping up with our obligations with regard to employment eligibility. What resources are available?
Q. I am updating job descriptions. We sometimes use the term “high energy” as a qualification. Does this violate the ADA or other laws?
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