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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Do you “play favorites” with certain employees? Most managers would probably say “no,” but people often harbor unconscious perceptions that can influence day-to-day decision-making and job reviews of the employees they manage. Several factors unrelated to employee performance can impact evaluations conducted by managers.

You may have noticed a slight chill in the air recently. For the second time this year, ICE has notified 1,000 employers that it plans to inspect their Form I-9 records. Whether your company has received a Notice of Intent to Audit or you have been lucky enough to avoid one until now, it is important to understand how a NOI may impact your organization.
HR pros spend a lot of their time ensuring that their companies comply with the law so they don’t wind up in court and lose big bucks to a jury verdict. But more and more, they find themselves defending not their employers’ bottom lines, but their own bank accounts. How big is the risk? Try six figures—or more.
“Recent college graduates” in their “early 20s and 30s” is how ­Cavalier Telephone described—both orally and in writing—their preference for sales candidates. This overt age bias brought the wrath of the EEOC.
Q. We use an electronic I-9 software system that was developed in-house. How can we ensure it complies with federal law?
Q. Our company needs guidance on keeping up with our obligations with regard to employment eligibility. What resources are available?
Talk about a clear violation of the Pregnancy Discrimination Act: When a female applied for a job at a fast-food restaurant in Phoenix, the general manager told her, “You’re pregnant. We can’t hire you.”
In an unusual twist, a federal trial court considering an Ohio case has permitted an employer being sued by the EEOC to ask pointed questions about the EEOC’s own hiring practices.
Q. What restrictions exist on advertising for job vacancies? We are flooded with applications and have considered limiting applications to the currently employed. We worry the unemployed have rusty skills. Can we say we won’t consider hiring unemployed people?
Q. We have received résumés from many college students looking for unpaid positions this fall. Would we need to pay these interns?
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