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.
Already under political assault for appointing an all-white cabinet, Gov. John Kasich raised hackles in Ohio’s gay community when he eliminated gender identity as a protected class for state workers.
Guess which of your employees are among the most likely to file a discrimination complaint, request ADA accommodations or ask for FMLA leave. Those who know they’re in trouble at work. They think that by doing so, they’ll make you think twice before discharging them. If that doesn’t keep you from firing them, guess what happens next.
Texas state Rep. Mike Villarreal (D-San Antonio) has filed a bill that would prohibit Texas employers from discriminating against employees on the basis of sexual orientation, gender identity or gender expression.
The EEOC is suing Cleveland-based metal forging company Presrite Corp. for sex discrimination, alleging the company has a long-standing practice of not hiring women.
It’s one of the HR profession’s hard truths: You never know which applicant may sue you if he or she isn’t hired. That means you must be ready to defend every hiring decision. The best way is to have a clear routine that everyone involved in the hiring process must use.
Q. We are hiring a high-level employee who will come to us from our major competitor. She has no noncompete agreement with her current employer. Is that our only risk?
After a three-year hiatus, the Social Security Administration has resumed sending no-match letters to employers, alerting them when employees’ Social Security numbers don’t correspond to numbers in the SSA’s database. Because the feds have offered no guidance on what no-match letters mean these days, experts fear confusion for employers.
A new CareerXroads study identifies the top 5% of Fortune 500 companies that use their web sites to target, engage, inform and respect the privacy of job candidates. Find links to every site here.
Q. When hiring employees who we know are claiming excessive/nonexistent dependents on their W-4 to avoid paying federal income taxes and hoping not to be held accountable, do we have the right to have them produce some form of proof of the dependents? – Debbie, Tennessee
Your organization has narrowed the field to two candidates for an administrative position. Both are experienced, both personable. How to choose? Nancy Brown has devised a way to make the right choice...