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.
One side effect of the recession: Cash-strapped employees are eating more fast food, exercising less and ignoring their health, studies show. All the more reason to refocus your wellness efforts. Nine lessons from recent studies:
Get ready for increased legal scrutiny and regulations of your background screening and prehire testing procedures. In recent months, the EEOC, Congress and state legislatures have signaled interest in putting new restrictions on employers.
The U.S. Department of Transportation has proposed new drug-screening procedures for employees who operate vehicles as part of their work. Some of the covered jobs: airline pilot, train engineer, mechanic and anyone with a commercial driver’s license. Private employers that test other workers should consider adopting the standard.
Question: “I recently hired an administrative assistant who makes a lot of mistakes. Two months ago, I told her that this was unacceptable and that she must be more vigilant about proofing her work. Everything was fine for a few weeks, but then the errors started again. Yesterday, she mailed an important letter to the wrong address. I sign these letters, but I shouldn’t have to proofread them. Now I feel that I have to review everything she does. I don’t trust her work, but I can’t afford to lose her. Any suggestions?” — Unhappy Boss
Take time to assess your tax situation. By making a few moves midway through the year, you can cut your 2010 tax bill by hundreds or thousands of dollars. On the other hand, if you wait until the end of the year to seize these tax-saving opportunities, it’s often too late. Here are 10 timely techniques to contemplate.
Before you post a job opening and begin the search process, be sure the job description is accurate and reflects the experience and qualifications you’re looking for in the ideal candidate. Above all, don’t change the description midstream after you’ve begun reviewing candidates.
When it comes to hiring and retention decisions, make sure that everyone involved in the process is on the same page. Decide on the criteria and stick with them for all candidates. Otherwise, shifting explanations about who is chosen and who is rejected can look like intentional efforts to manipulate the choice and hide underlying discrimination.
Summer is a great time to assess your tax situation. By making a few moves midway through the year, you can cut your 2010 tax bill by hundreds or thousands of dollars. But if you wait until the end of the year to seize these tax-saving opportunities, it’s often too late. Here are 10 timely techniques to contemplate:
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...
It happens all the time: A manager decides to take a chance by hiring a marginally qualified applicant. Then, days later—as the new employee struggles—it becomes clear she can’t do the job. Employers have little choice but to terminate the worker. And then the former employee feels like she has little choice but to sue for some form of discrimination. What's the best way to avoid those kinds of lawsuits?