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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If you’ve been tasked with creating a job ad, collaborate with the hiring manager so you have all the information you need.
We asked seven leaders to discuss the out-of-the-ordinary things they ask job candidates, and why.
Management guru Peter Drucker found that the typical executive has a success rate of only 50% when hiring employees. To improve your hiring, treat it as an ongoing pursuit. Follow these guidelines.
Your job application might be a minefield of litigation risks! Example: If you reserve the right to fire workers who lie on the application, you better be sure that every question on it is absolutely clear.
What happens when applicants turn the tables on you during interviews? Are you (or the supervisors in your workplace) prepared? Here are 13 applicant questions to be prepared to answer:
Q. When, if ever, can our company legally ask an applicant about his or her religious affiliation?
If you plan to hire nurses, software developers or marketing managers next year, prepare to up your advertising budget. Those positions top the hot jobs list compiled by employment research firm Economic Modeling Specialists Intl.
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.
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