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.
Employers operate in an increasingly complex legal environment, made all the more difficult by the tough economy. Hiring has emerged as a particular trouble spot. Here are the key liability hot spots you must watch out for in the hiring process.
Good news for the beleaguered Rust Belt: Manufacturing output grew at a 9.1% rate in the first quarter of 2011, far outpacing the overall U.S. economic growth rate of 1.8%. In all, manufacturers have added more than 250,000 jobs since the beginning of 2010—the first sustained increase since 1997.
Q. Someone suggested that a good way to screen applicants is to require them to leave a recorded message explaining why they are qualified for the position. Is this legally OK?
Most employers are not considering canceling health benefits as a result of the year-old health care reform law, according to two recent surveys. The Affordable Care Act may be politically unpopular, but employers assume that it will be a business fact of life for the foreseeable future.
Dayton officials are poised to toss out 748 passing police-hiring exam scores and conduct oral interviews to improve minority hiring for the city’s police department. At first glance, the situation in Dayton seems to resemble the case in Ricci v. DeStefano, a 2009 U.S. Supreme Court case. There are important differences, however.
The U.S. Supreme Court has ruled that federal immigration law doesn’t pre-empt an Arizona law, The Legal Arizona Workers Act. Therefore, Arizona employers that knowingly or intentionally hire illegal immigrants may have their licenses to do business in the state revoked or suspended.
Just because your organization is ready to hire again doesn’t mean it will be easy to find the right people to fill your available jobs. Here are four realities you’re almost certain to face as you try to fill the vacancies in your organization.
How would you grade your organization’s application process? Tracking the candidate experience can improve it and enhance your organization’s HR brand among potential applicants. First step: Solicit feedback from candidates about their experiences with recruiting, application, interviewing and web site interaction.
As hiring picks up due to the firming economy, organizations want to offer competitive salaries that aren’t inordinately lower or higher than those available from competitors. Here are the most reputable web sites that track pay for hundreds of professions and specialties.
Here’s some help for HR professionals trying to do all they can to safeguard their organization’s exempt/nonexempt employee classifications—especially in an economic climate that requires companies to do more with less: