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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HR Law 101: Despite all the risks, providing other employers with references about your former employees is a good business practice. If you refused to provide references, eventually you would compromise your ability to find out about applicants you’re considering hiring ...

How do you test to see if someone will be able to bring you fresh ideas and make you see your products and systems in ways that defy groupthink?
The recent Millennial Mind Goes to Work survey found surprising insights into their mindset.
Peter Thiel, PayPal cofounder, is always on the lookout for employees who are willing to speak up and share their opinions. To gauge that quality in job candidates and business owners seeking capital for their businesses, he says during interviews: “Tell me something that’s true that almost nobody agrees with you on.”
Want to throw interviewees a real curveball? Consider some of these real-life questions asked in job interviews this year.
If your organization employs lots of part-timers—or is considering shifting work formerly done by full-time employees to part-timers—consider these factors.
You may be hiring the wrong way, says reputation management consultant Logan Chierotti. Your best bet may not be looking at résumés or cover letters.
With seasonal hiring expected to be at its highest level in years, fraud experts warn that companies that loosen their usual processes to ramp up staffing can wind up increasing their fraud risk.
Here’s an easy way to avoid needless failure-to-hire lawsuits: Sim­­ply have someone who is not involved in the initial decision to offer interviews remove risky identifying information from résumés.
Q. I believe I should be able to refuse employment to any prospective employee with a record of criminal conviction. Can I institute a blanket policy that bars employment to applicants with criminal records? Also, what can I ask applicants about their criminal records?
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