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.
Question: My husband listed a four-year degree on his resume, even though he only has a two-year degree. When he was truthful about his education, he was not getting any interviews, despite having 20 years’ experience. Three weeks ago, he started a new job, but today the HR manager sent him an email saying that the college could not verify his degree. He did attend this school, but left before graduating. My husband is not a liar. He was close to receiving his B.S. degree...
When new positions open up, HR professionals often meet with hiring managers to gather information about the job and develop hiring strategies. The problem: Too many HR pros take the wrong approach—a passive “order taking” approach—to these intake meetings. Here are ways to make the switch from order-taker to hiring consultant:
It may soon be illegal for New Jersey employers to discriminate against applicants because they are unemployed. The State Assembly in October passed legislation prohibiting employers and recruiters from placing anything in job ads that would discourage unemployed persons from applying.
State Sen. Shirley Turner has proposed a bill that would prevent employers from using credit checks during the hiring process in many cases. Citing the downturn in the economy, Turner and other bill supporters note that many people have less than perfect credit, and that shouldn’t keep them from getting jobs.
When the Pennsylvania Gaming Control Board conducted a study this summer of employee diversity in the state’s casinos, Harrah’s Chester Casino and Racetrack refused to participate. The reason: Past lawsuit settlements forbade the company from discussing minority hiring and employment figures.
The North Carolina Bar Association has voted to add sexual orientation and gender identity to its list of protected classes in the Preamble to the Rules of Professional Conduct for attorneys. The change means North Carolina attorneys may not discriminate against clients because of sexual orientation.
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.