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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The Bureau of Labor Statistics regularly projects the growth rate for occupations in coming years. These are the 10 jobs with the fastest anticipated growth rates between now and 2022.
Be sure your job announcements list minimum qualifications applicants must have. That way, if someone who lacks the right background sues, the case can quickly be dismissed.
Flush with oil and gas money, North Dakota led the nation in Gallup’s Job Creation Index last year. Of course, with energy prices tanking, it may not retain the top spot for long.
Men have recovered all of the jobs they lost in the recession and now hold more jobs than at their pre-recession peak, according to an Institute for Women’s Policy Research analysis of the December employment report from the U.S. Bureau of Labor Statistics.
Be careful how you treat job candidates you didn’t hire. Social media makes it possible for disgruntled candidates to condemn your organization quickly and publicly. Fur­­ther­­­­more, what’s wrong with a little respect?
What first impression do you give new employees? You can start new hires feeling organized and in the know (before their first days) by sending a welcome package in the mail.
Every HR pro knows there are some questions you just can’t ask and topics you can’t raise during job interviews. But what if the applicant brings up an off-limits subject?

Do you explain up front exactly how your hiring process works? If not, consider providing a written notice that outlines the process, especially if it’s a lengthy one and you collect applications even when you have no current openings. This may come in handy later if a disgruntled applicant sues, claiming she was blacklisted or suffered discrimination by not being called for an interview or otherwise being considered for a position.

Even after an employee who has participated in employment lawsuits or complaints is discharged for entirely legitimate reasons, he may later sue if he isn’t rehired. Then he’ll try to argue that his prior protected activity was the reason he wasn’t rehired. To avoid such lawsuits, make sure the hiring manager knows little or nothing about those prior activities.

You have much less time than you think to make a good impression on fresh employees. So how are you going to do it?
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