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 may be surprised to learn there is a growing movement to add the unemployed to the list of people who belong to a protected class. If leaders in the U.S. Senate and the EEOC have their way, it may no longer be legal for employers to show a preference to hire only those who are currently employed.
Online interviews are an increasingly popular option for employers, as video technology has become simpler and cheaper—essentially free with services like Skype. Follow these tips to successfully conduct video interviews while avoiding potential pitfalls:
“Creative writing” on résumés has risen along with the unemployment rate. Sometimes, it’s outright deception. In other cases, applicants take the oddball route in a bid to stand out. Some real-life examples:
If your organization is typical, it’s relying more heavily on internal promotions. And as more employees compete for coveted promotion, we’re seeing a corresponding rise in failure-to-promote lawsuits. To ensure a discrimination-proof selection process, you should:
Businesses must stay abreast of an alphabet soup of federal laws—ADA, ADEA, FMLA and so forth—each with its own requirements. Further complicating matters, most states have their own laws that override the federal requirements. To comply, you first must know which laws apply to your business, based on the number of people you employ ...
Employers sometimes have several similar jobs that require almost identical skills, certificates or training. But that doesn’t mean that all these positions can’t have different hiring requirements. Just make sure you can justify the differences.
An employer that knows an applicant has been accused of sexual harassment or abuse can use that as grounds for refusing to hire. That’s true even if the applicant was never found criminally guilty or lost a lawsuit based on the allegations.
Recently, the IRS unveiled a new Voluntary Classification Settlement Program, which allows eligible taxpayer employers to voluntarily reclassify workers as employees for federal employment tax purposes. The program features partial amnesty for past misclassifications. Even so, the recent government crackdown on worker misclassification continues to cause significant risk for employers.
Marion-based Mach Mining faces charges it has refused to hire women for coal mining positions since it began operating in 2006. According to the EEOC, several well-qualified female applicants have applied for positions at the mine, but none have been hired.
Be careful before revoking a job offer based on a physical exam. Consider reasonable accommodations instead.