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.
Here’s an easy way to avoid needless failure-to-hire lawsuits: Simply have someone who is not involved in the initial decision to offer interviews remove risky identifying information from résumés.
Q. I believe I should be able to refuse employment to any prospective employee with a record of criminal conviction. Can I institute a blanket policy that bars employment to applicants with criminal records? Also, what can I ask applicants about their criminal records?
If you plan to beef up your staff this busy holiday season, make sure you ask the right questions. Your standard interview questions about long-term goals and career ambitions don’t apply.
Interviewing need not be tricky—but it does need to reveal character.
Once filled by students willing to run for coffee and make copies, internships have become regulated, and expectations for the experience have been raised. Are you ready to compete for interns?
It’s crucial to keep good records of the hiring process, including tracking applicant experience levels. After all, you never know which applicant will sue, alleging that he was passed over for a discriminatory reason.
Answering reference calls? Don’t think all responses are protected by “free speech” rights.
Nearly three in four high school seniors know what career they want to pursue, and STEM-related fields (science, technology, engineering and math) top their choices.
In most cases, employees seeking a promotion or applicants seeking a new job have to actually apply and then be rejected in order to sue over alleged discrimination. Except in very rare cases—when it is obvious that applying would be futile or when the application process is hidden or informal—an application is a prerequisite for a lawsuit.
These days, employers get many more applications for open positions than they can possibly interview. But each of those applicants is a potential litigant. If you use a complicated hiring process with two or more steps, be sure you can explain how each step relied on objective, unbiased assessments of applicant qualifications.