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.
Supervisors may think they know all the candidates for promotion so well they can select one without actually interviewing any of the interested employees. That’s a big mistake. Chances are that if one of the disappointed applicants sues, the supervisor will have to answer very specific questions about the hiring process.
How do you decide between two equally worthy candidates? When in doubt, hire the person with the best writing skills, says Kris Dunn, VP of People for software firm DAXKO and author of “The HR Capitalist” blog. Here’s why:
You have a job now, but times being as they are, you may one day find yourself without it. The time to prepare for—and hopefully prevent—that scenario is while you’re still employed. Here are four things to do now that will benefit you if you ever lose your job.
In what could be a groundbreaking case, the National Labor Relations Board filed an unfair labor practice complaint last month against a Connecticut company that fired a worker who complained about her supervisor on Facebook. This is the first case in which the NLRB has argued that workers’ criticisms on social networking sites are protected activity.
After months of relative inaction in the 111th Congress in the run-up to last November’s elections, the busy end-of-year “lame duck” session saw Senate confirmation of President Obama’s appointments to the EEOC: Chair Jacqueline Berrien, Commissioners Chai Feldblum and Victoria Lipnic and General Counsel P. David Lopez.
As an HR pro, you may have had to guide managers through tough decisions about which functions, jobs and people must be preserved as your organization digs in to survive tough economic times. Don’t neglect your own department!