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.
Unfortunately for employers, the EEOC can spend as much time on the investigation as it wants without losing the right to sue. That’s because there is technically no statute of limitations on the commission’s actions. But that doesn’t mean employers are powerless. Fortunately, there is a legal doctrine employers can use when the EEOC waits and waits to initiate litigation.
If you’re hiring for a position with very specific requirements, you may get a limited number of applicants, maybe even just one. Are you obligated to offer the position to someone from such a limited applicant pool? A recent court decision clarifies this crucial recruiting strategy question.
The Supreme Court term that began yesterday will decide three important employment law cases. Here's our round-up of upcoming High Court arguments that could affect background checks, discipline and firings and the tricky issue of determining the employment eligibility of foreign-born workers.
Hiring managers spend too much time interviewing candidates—and asking them the wrong questions. Then they’re often surprised to have to fire those same candidates a few months later after discovering that good interview skills don’t necessarily signal a great job fit. The problem: Employers often hire for hard skills but fire for soft skills, says Karl Ahlrichs of Hiring Smart, an Indiana firm specializing in employee selection. Instead, says Ahlrichs, “Our new slogan should be, ‘Fire them before we hire them.’” ...
You know you have an obligation to eliminate discrimination, harassment and retaliation. You know you have to make sure employees don’t harass co-workers or subordinates, or harm customers and others. On the other hand, you know applicants and employees have a right to privacy that is protected by state and federal laws. It’s a balancing act: Just how do you protect workers on the one hand, while respecting their privacy on the other?
Q. Our small company is rehiring a couple of workers we laid off. Can we claim the HIRE Act payroll tax exemption for these employees?
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...
Sometimes, you really do need to recruit someone from outside the organization—someone who may already be earning more than you usually pay your employees. When making a hire like that, make sure you document why you chose to top existing salaries, especially if the new hire is the opposite sex of any incumbents.
Who’s your No. 2? In a small business, having a person to oversee day-to-day operations can help fend off burnout for a business owner. In any business, though, a chief needs a second-in-command. This is an ideal time to hire one, says Daniel M. Murphy, co-founder of The Growth Coach. What to look for?
Following past recessions, hiring typically took place across the age spectrum once recovery began. Not this time. The Great Recession and its hiring hangover have hit older workers particularly hard. That’s sure to mean more lawsuits. Employment lawyers smell blood and will soon be going after employers they perceive as having policies biased against hiring older workers.