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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Contacting an applicant’s former employers is an essential step in the hiring process. Trouble is, most supervisors have been trained to provide only the bare minimum, such as dates of employment, job title and salary. Try for more than those bland generalities. Asking the following questions can get applicants’ former bosses to open up.

Here’s a tip that can help you streamline the hiring process if you reasonably believe you will have a large number of applicants. Instead of listing preferred qualifications, include a longer list of required ones. That way, you should be able to whittle down the applicant list to those candidates closest to your ideal candidates.

Don’t allow hiring managers to quickly sort résumés from disabled applicants into the “No” pile. It’s an increasingly popular practice, a new study shows, but decidedly unlawful.
The Target retail chain has agreed to stop using three pre-employment assessments that the EEOC claimed were discriminatory.
After the NLRB’s recent decision regarding its new, broader standard for “joint employer” status, it’s time to brush up on the consequences of the joint employer doctrine when engaging third-party contractors.
Employee groups have recently raised questions about a new employer tactic to gather names and contact information for potential job prospects.
Check out this cartoon depicting a world that a hiring manager can sometimes feel trapped in—off the record, of course ...
Here are some innocent-sounding blurbs that were pulled from some actual ads—but what are they really saying?
According to a recent survey conducted by the Society for Human Resource Management, 65% of employers have hired an employee who was sourced through such sites as LinkedIn and Facebook.
If you actually want to learn about job candidates, avoid these questions.