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.
Here’s a practice you should make standard operating procedure: Have the same manager who makes hiring decisions also make the firing decisions. Doing so will cut the chances of a successful discrimination lawsuit.
Pennsylvania construction firm Glenn O. Hawbaker Inc. has settled a suit with a Tyrone, N.Y., man after it refused to hire him for a backhoe operator position.
Mareo R. Allen will get his job back at Mike Enyart & Sons Inc., after the construction firm—located in South Point, near the West Virginia border—agreed to settle an EEOC race discrimination suit filed on Allen’s behalf. Allen alleged he was fired in retaliation for complaining about racial harassment while working on a sewer-line installation project.
Florida’s criminal court dockets are so overloaded that some relatively minor offenses are never tried. And courts often expunge arrest records so people who were charged but never convicted can move on without the shadow of a criminal record hanging over them, affecting their ability to work. However, in Florida, some employers can still ask about expunged criminal records.
Base pay for administrative professionals across the United States is expected to remain consistent with 2010 levels, according to a new report. Where are the gains?
“If HR stays on the transaction side, we’ll be out of business in 10 years,” said Conrad Venter, global head of HR at Deutsche Bank. “Business leaders will say.… ‘Where’s the value?’” and choose to outsource those transactional duties."
When weighing job offers, many students base their decision on vivid, high-prestige qualities such as salary or firm reputation, overlooking factors more relevant to their ability to thrive in the new position. These job-seekers, like all negotiators, are susceptible to “vividness bias.” How can you keep vividness from working against you? Here are a few ways to focus your attention in the right direction:
Q. One of our employees filed a sexual harassment complaint against another worker. After interviewing both parties, we are unable to resolve the credibility conflict. We asked the accused co-worker to take a polygraph exam, but he refused. Can we fire the employee for refusing to take the lie detector test?
Besides implied contracts, federal laws, state statutes and court decisions are chiseling away at the at-will doctrine as the number of wrongful-discharge suits spirals higher. Here’s why:
You can help lawsuit-proof your hiring process by relying on strength in numbers. Have two company representatives sit in on interviews. Then have both reps deliver the news when you have to tell an applicant she wasn’t selected. That’s insurance against a drawn-out he said/she said lawsuit.