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.
Most employers are not considering canceling health benefits as a result of the year-old health care reform law, according to two recent surveys. The Affordable Care Act may be politically unpopular, but employers assume that it will be a business fact of life for the foreseeable future.
Dayton officials are poised to toss out 748 passing police-hiring exam scores and conduct oral interviews to improve minority hiring for the city’s police department. At first glance, the situation in Dayton seems to resemble the case in Ricci v. DeStefano, a 2009 U.S. Supreme Court case. There are important differences, however.
The U.S. Supreme Court has ruled that federal immigration law doesn’t pre-empt an Arizona law, The Legal Arizona Workers Act. Therefore, Arizona employers that knowingly or intentionally hire illegal immigrants may have their licenses to do business in the state revoked or suspended.
Just because your organization is ready to hire again doesn’t mean it will be easy to find the right people to fill your available jobs. Here are four realities you’re almost certain to face as you try to fill the vacancies in your organization.
How would you grade your organization’s application process? Tracking the candidate experience can improve it and enhance your organization’s HR brand among potential applicants. First step: Solicit feedback from candidates about their experiences with recruiting, application, interviewing and web site interaction.
As hiring picks up due to the firming economy, organizations want to offer competitive salaries that aren’t inordinately lower or higher than those available from competitors. Here are the most reputable web sites that track pay for hundreds of professions and specialties.
Here’s some help for HR professionals trying to do all they can to safeguard their organization’s exempt/nonexempt employee classifications—especially in an economic climate that requires companies to do more with less:
Deloitte managers are getting to know potential new hires far away from the interview table. For the fourth time, the financial consulting firm teamed with United Way and Teach For America this spring to host an “alternative spring break,” a program for college students to volunteer alongside Deloitte employees.
The paperwork generated by summer hires doesn’t have to make you hot under the collar. These tips will help you tame the hiring process.
Q. Our mailroom supervisor is currently classified as exempt because his position includes qualifications such as hiring and firing the mailroom staff. But for the most part, he mainly performs mailroom duties. Have we classified him correctly?